Employment Lawyer near Monterey Park, CA
Committed Labor Attorney in Monterey Park, CA
The impressive school system, growing economy and central location of Monterey Park, CA make the city a great place to live for its over 60,000 residents. To support the city’s residents live the lifestyle they desire and achieve fulfilment at work, our Monterey Park employment law attorney advocates for the rights of our workers and ensures they are protected at work.
In California, the labor laws are very clear. The California Labor & Workforce Development Agency provides the guidelines that employers in our city must abide by. When any of these companies, no matter how big or small, steps outside of the legal areas of acceptance, it is our labor attorney’s duty to ensure our clients’ rights are upheld.
At Eldessouky Law, we practice employment law with a commitment to our clients’ livelihoods and happiness in the workplace. We will pursue the best outcome possible for your employment case, no matter who your employer is.
Monterey Park, CA: Top Employers
Our city has a wide and varied base of companies that provide exceptional employment opportunities to our residents.
Some of the largest companies in Monterey Park include:
- East Los Angeles College: 1,969 employees
- Garfield Medical Center: 970 employees
- Los Angeles County Sheriff’s Department: 791 employees
- Edmund D. Edelman Children’s Court: 736 employees
- City of Monterey Park: 440 employees
- Monterey Park Hospital: 362 employees
- Care1st Health Plan: 315 employees
- Southern California Gas Company: 279 employees
- AT&T: 228 employees
- SynerMed: 217 employees
- Ralphs: 158 employees
- First Data: 133 employees
- California Highway Patrol: 131 employees
- World Journal: 128 employees
- Southern California Edison: 125 employees
- Camino Real Chevrolet: 121 employees
- CVS/pharmacy: 117 employees
Every one of these companies owes an obligation to respect the rights of their employees and see to it that workers are not exposed to unlawful conduct. If you are being retaliated against for engaging in protected activity or facing discrimination at work, contact Eldessouky Law today for an explanation of your rights and options for redress.
Eldessouky Law Practice Areas in Monterey Park, CA
At Eldessouky Law, employment law is our key focus. Our Monterey Park wrongful termination attorney prides himself on providing solutions for employees who are suffering from the instability that comes with a hostile or unlawful work environment.
Our practice areas in Monterey Park include:
- Hostile work environments, including:
- Wage, hour and overtime payment discrepancy claims
- Severance agreements, terms, conditions, and payments
- Retaliation claims, including whistle blower cases
- Wrongful termination
Violating the employment laws, as outlined by the Division of Labor Standards Enforcement, involves more than illegal behavior. It places employees in a compromising position that is unfair and emotionally traumatizing. Our clients deserve to work in a safe place where their rights are upheld throughout their employment. When their employers fail in any capacity, our Monterey Park employment lawyer will aggressively pursue them for the damages that result.
Fighting Sexual Harassment at Work
Sexual harassment is always unfair and embarrassing to an employee when it occurs. Apart from the interference it can cause to performance of their job duties it can also lead to disruptions in their private and family life.
Under California law, sexual harassment exists when it involves unwanted sexual advances, physical abuse or touching directed at an unwilling employee.
This sexual harassment may take one of two forms:
- Hostile work environment sexual harassment or
- Quid pro quo sexual harassment.
Sexual harassment creates an unlawful work environment when it makes it difficult for an employee to perform their job properly. Hyams v. CVS Health Corporation, No. 18-cv-06271-PJH 2019 WL 6827292, at *5 (N.D. Cal., Dec. 12, 2019). It does not matter if the behavior underlying the harassment is claimed to merely be a joke or as part of workplace banter.
As the Equal Employment Opportunity Commission explains, employers have a duty to put a stop to behavior of this nature when it arises. Employers that fail to do so may be held responsible. For instance, in this lawsuit filed against Garfield Medical Center by the EEOC, the employer had to settle the case for $530,000.
Employees are usually required to show that the sexual harassment was so severe and pervasive that it created a hostile environment. But even a single incident of sexual harassment can be severe or pervasive enough to constitute harassment. California Jury Instructions CACI 2524
To establish a case of sexual harassment, an employee is usually required to show that:
- He or she was an employee of the defendant
- He or she was subjected to unwanted harassing conduct because they were a woman, man or had other protected characteristics
- The harassing conduct was severe or pervasive
- A reasonable person in their circumstances would also have felt the workplace was hostile
- He or she considered the workplace to be abusive or hostile
- The employer defendant either personally engaged in the wrongful conduct or knew its agents or employees were carrying out that unlawful conduct and did nothing about it
- He or she was harmed
- The wrongful conduct was a substantial factor contributing to the harm. California Jury Instructions CACI 2521a
Quid pro quo sexual harassment occurs where an employer or other person in a superior position at work insists on receiving sexual favors in exchange for employment benefits. Mogilefsky v. Superior Court (1993) 20 Cal.App.4th 1409, 1414 [26 Cal.Rptr.2d 116]
This type of harassment anticipates a wide range of behavior including:
- Refusing to hire an applicant without provision of sexual favors
- Refusing to promote or recommend an employee for promotion unless sex is provided
- Writing negative reviews about an employee because they refused to accept a sexual advance
To establish a claim of quid pro quo sexual harassment, an employee is usually required to show that:
- He or she was an employee of the defendant
- The defendant or their employee or agent, made unwanted sexual advances to him or her
- That terms of employment, benefits or working favorable working conditions were made contingent on accepting these sexual advances
- That at the time of the conduct, the harasser was a supervisor or agent of the defendant
- That he or she was harmed
- That the conduct was a substantial factor in causing this harm. California Jury Instructions CACI 2520
It is important to immediately talk to an employment law attorney if you are experiencing conduct of this nature at work.
Contact our Skilled Employment Law Attorney at Eldessouky Law Today
Is your employer breaking the law? Start the process of understanding your rights and holding them accountable by contacting Eldessouky Law at 714-409-8991 today. We will help you pursue your employer for the harm they have done to you.