Los Angeles Employee Rights Lawyer

Navigating the legal elements of employment can be intricate. This website supplies an introduction of some important staff member rights and resources to help you comprehend your options.

Understanding Your Employee Rights

As a staff member, you have specific legal protections in place to guarantee a fair and safe workplace. These rights cover numerous elements of your employment, consisting of:

Wage and Hour Lawyer: You are entitled to be paid minimum wage for all hours worked, and overtime spend for exceeding a set number of hours each week (typically 40). Meal and rest breaks might also be compensated depending upon your area and employer.
Unwanted Sexual Advances: Sexual Harassment sadly continues to effect individuals of all genders and gender recognitions. The Employment Lawyers Group has actually tried and handled many cases for guys and ladies including undesirable sexual touching, sexual attack, sexual battery, quid pro quo unwanted sexual advances done by managers, supervisors, and company owners. These days many unwanted sexual advances cases also involve undesirable text messages and obscene images sent to mobile phones. Our work includes appeals concerning unwanted sexual advances and life changing settlements.
Discrimination and Harassment: Federal and state laws prohibit discrimination based on race, color, faith, sex (including pregnancy), employment national origin, special needs, age (40 or older), or hereditary details. This includes protection from harassment of any kind.
Reasonable Accommodation: If you have a documented medical condition, your employer might be needed to supply affordable lodgings to allow you to perform your task duties. Examples consist of flexible work schedules, customized equipment, or available workspaces. However, most cases submitted in court for companies declining to fairly accommodate workers includes companies who fired a worker for not coming back to work when they are out on an impairment, FMLA, or pregnancy leave. Allowing time off for a worker’s medical condition and treatment are fundamental reasonable lodgings lots of employers do not appropriately deal with.
Workplace Safety: Your company has a legal duty to provide a safe workplace devoid of acknowledged risks. This consists of adhering to security regulations and providing correct training for staff members.
Wrongful Termination: Wrongful termination is a whistle blower tort. If a staff member complains about their employer doing something illegal and they are terminated that may be wrongful termination. Retaliation leading to a job termination is wrongful termination if it takes place since the worker exercised statutory legal rights and was struck back for working out those rights. Examples consist of job terminations due to the staff member filing a wage claim, declining sexual harassment, reporting an employer to OSHA, internally complaining to management or refusing to take part in prohibited activities, taking a lawfully safeguarded leave of absence for cancer, special needs, FMLA, or pregnancy. Firing a worker due to an immutable characteristic such as gender, race, or religion is likewise wrongful termination. Wrongful discharge IS NOT about unreasonable job terminations staff members do not agree with that do not include one of the above.

Call The Employment Lawyers Group 1-877-525-0700

Employment Lawyer For Workers Compensation

If you are hurt or ended up being ill due to your work, employee’s compensation advantages may be offered to cover medical expenses and lost earnings. However, worker’s compensation is the exclusive treatment for a lot of workplace injuries, implying you usually can not sue your employer straight.

There may be restricted exceptions where legal action versus an employer is possible. Consulting with a work legal representative is advised to determine if your circumstance falls under among these exceptions, such as wrongful termination for filing a wage claim or severe office safety infractions.

Disclaimer: This webpage offers general information just and ought to not be construed as legal recommendations. If you have specific concerns or issues about your employment rights, it’s constantly best to seek advice from a qualified attorney.

Employment Lawyers Group Case Results (Some)

$18,402,868 Jury decision for male visually bothered and subject to unrefined comments by a female supervisor

$1,150,000 Unpaid commissions of 2 plaintiffs

$875,000 For 4 oil field service market employees whose times worked were not taped on timesheets and were on-call

$800,000 Controlled stand by class action settlement

$800,000 For mis-classified independent professionals

$775,000 For little class action of staff members not allowed meal breaks or cellular phone compensations while looking after dependent grownups

$750,000 Disability discrimination settlement for employee who had heart problems

$750,000 Sub-Minimum wage class action settlement

$675,000 Sexual harassment in a storage facility

$672,500 For unwanted sexual advances at a truck stop

$539,584 Myles v. Wellpoint Termination of Employment Due to Disability and Workers Compensation Injury

$510,000 Class action settlement of 125 employees on overtime claims

$500,000 Unpaid days of work to 4 oil rig employees

$490,000 For sex and age discrimination of ladies

$465,000 Sexual harassment at a gas station

$460,000 Unpaid hours of work for security officers & PAGA Violations

$450,000 Settlement for employment 2 on-call employees

$450,000 Paystub infractions

$450,000 Being on regulated standby

$430,000 Settlement in 2024 dollars for a Los Angeles warehouse worker required to breach her medical limitations imposed by pregnancy

$400,000 Recovery following arbitration win for 4 workers who worked off the clock

$400,000 Following arbitration win for meal & rest breaks for 3 workers

$400,000 Off-the-clock work for 5 employees

$365,000 Vasquez v. Del Rio Sanitarium Pregnancy Discrimination Case – Following Jury Trial & Appeal

$365,000 Sexual harassment of a shipment motorist

$365,000 After offender lost their appeal – pregnancy case – Jury Trial

$360,000 For missed out on meal and rest breaks, and overtime for 3 employees, and PAGA charges for less than 25

$350,000 To 2 workers in vacation rental company working off-the-clock overtime

$350,000 Due to repaired benefit pay not figured into overtime for a directional driller

$350,000 For regulated standby and overtime for one employee

$350,000 Nurse mis-classified as independent professional who was on-call

$350,000 For directional driller whose fixed rate benefits were not computed into his overtime rate

$350,000 For 2 employees in the getaway rental organization who worked off-the-clock, on-call & PAGA

$350,000 For prevailing wage and paystub itemizations

$315,000 Unwanted sexual advances of a lesbian lady by straight male

$315,000 Sexual harassment of a pizza shipment driver

$307,345 For 2 hospital staff members oncall

$305,000 Wrongful termination of 2 sales individuals

$305,000 For 2 IT problem shooters oncall at a significant hospital

$302,000 Controlled standby pay for two telecommunication workers in a hospital

$300,000 Verdict of compensatory damages in wrongful termination case due to employee’s refusal to work without rest breaks

$300,000 Post trial decision for wrongful termination settlement and small rest break offenses

$300,000 Multiple Worker Claims for Unpaid Wages for Oil Gauge and Calibration Inspectors on Docked Coastal Vessels

$275,000 Unpaid minimum wage, overtime double and double time due to on call work for 2 service technicians at a radio/television station

$270,000 Sexual harassment & employment termination

$260,000 For controlled stand by pay

$260,000 For sexual harassment in a supermarket

$250,000 For 2 oil field service specialists not paid overtime

$250,000 For radiology service technician on-call and small PAGA group

$250,000 For whistle-blower about unpaid overtime

$246,000 Breach of fiduciary task arbitration award involving special needs discrimination

$232,000 Male on male unwanted sexual advances won at a binding arbitration

$225,000 Unwanted sexual advances of a Waitress (No Termination Involved)

$225,000 For two kitchen employees sexually bothered

$225,000 Sexual harassment by store customers

$206,151 Larson v. VXI Same Sex Sexual Harassment

$205,000 Unpaid salaries, overtime, labor code area 2699 penalties- arbitration award for multiple complainants

$205,000 For numerous plaintiffs

$200,000 For on-call work, retaliation, required to quit gatekeeper

$200,000 For prevailing wage and FMLA offenses

$200,000 For PAGA violations and unwanted sexual advances

$200,000 Race Discrimination towards Latinos

$200,000 Acts of unwanted sexual advances by CEO

$200,000 For an employee fired due to medical issues & grievances of discrimination

$200,000 For a sales lady in her 60s, age discrimination

$195,000 For Whistle Blower

$193,500 Sexual Harassment by a registered sex culprit

$193,250 Unwanted sexual advances by a sex wrongdoer

$190,000 Unwanted sexual advances in the medical coding industry

$190,000 Sexual harassment without a job termination

$185,857 Jewish lawyer discriminated against due to religious beliefs

$185,000 For unwanted sexual advances of a lady 35 years older than the harasser

$182,500 Fired during cancer treatment

$180,000 Cancer discrimination and termination due to healing from cancer

$180,000 Controlled standby pay claims of oil field service staff member

$180,000 Controlled standby pay

$175,000 Unwanted sexual advances suit

$175,000 PAGA settlement due to missed meal and rest breaks in a hotel’s kitchens

$175,000 Failure to pay base pay

$175,000 Unpaid overtime of 2 limousine chauffeurs of a small company

$175,000 Minor concerns of pregnancy discrimination in junk food dining establishment, absence of rest breaks

$175,000 Wrongful Termination of Financial Whistleblower

$175,000 PAGA settlement resort staff who worked off-the-clock

$174,250 Missed meal and employment rest breaks

$170,000 Off the clock work by nonexempt administrator at non-profit

$166,250 Racial harassment at a big box store

$165,000 Wrongful termination and whistleblower

$165,000 For an automobile dealer supervisor rejected infant bonding and CFRA Leave

$162,500 Failure to pay commissions, retaliation when went to Labor Board

$162,000 Sexual harassment at a resident’s Association

$160,000 For 3 oil field staff members denied meal breaks, worked off-the-clock

$160,000 Unwanted sexual advances by managers of cars and truck lot

$160,000 Auto dealership unwanted sexual advances by text

$155,000 Whistle blower at building and construction website

$153,000 Camarillo female demeaned due to her Christianity

$150,000 Unwanted sexual advances to two cooking area employees at a resort

$150,000 Race harassment at an oil refinery

$150,000 Wrongful termination of social employee reporting client abuse

$150,000 Mental impairment & termination of CFO

$150,000 Cancer discrimination & wrongful termination of waitress

$150,000 Disability discrimination & termination

$150,000 Wrongful termination of C.N.A. in nursing home who blew whistle

$150,000 Job Termination of salesperson with cancer

$150,000 Settlement for failure to restore after maternity leave

$150,000 Cancer discrimination & termination of waitress Wrongful Termination of Site Manager

$150,000 Unwanted sexual advances of an eight-teen years of age restaurant worker

$150,000 Sexual harassment by a supervisor of an adult day care program

$150,000 Job not held open during cancer treatment

$150,000 CNA grumbled about rats

$150,000 Forced to quit due to unwanted sexual advances

$145,000 Settlement for a workplace supervisor whose Northridge employer would not permit her to depart from work due to pregnancy

$140,000 Off-the-clock work, breach of agreement to pay per hour wage to nurse

$140,000 Not Accommodated and Fired for Mental Disability Leave

$137,930 Robinson v. Mantra – Binding Arbitration Award in a Pregnancy Discriminations

$137,500 Failure to renew after FMLA

$135,000 Aerospace executive whistle blower

$130,000 Employee fired for declining to falsify records in claim

$127,500 Illegally needed medical checkup negatively affecting a handicapped employee

$127,500 Wrongfully terminated chauffeur who grumbled his truck was hazardous

$127,450 Improper questions about medical abilities

$125,450 Retail sales supervisor ended after complaining about nationwide origin harassment by colleague

$125,000 Minor unwanted sexual advances

$125,000 Unwanted sexual advances at a junk food dining establishment

$125,000 Sexual harassment of a drug therapist

$125,000 Pregnancy discrimination case & wrongful termination –

$125,000 Wrongful termination

$125,000 Wrongful termination & small labor code infractions

$125,000 Breach of agreement, overdue earnings in the web market

$125,000 For employee who quit after being misclassified and not receiving overtime.

$125,000 Pregnancy discrimination & termination

$125,000 Non-payment of incomes to CEO

$125,000 Age discrimination during layoff

$125,000 High tech company stopped paying the accepted sum

$120,000 Unpaid salaries for tow truck motorists

$120,000 Sexually harassed upkeep manager by another male

$120,000 Insurance expert ended for taking California Family Care Leave (FMLA)

$120,000 Racial Discrimination of a storage facility worker

$120,000 Male on male sexual harassment Unpaid salaries, overtime, labor code section 2699 charges- arbitration award of over

$120,000 For race discrimination

$117,702 Disability discrimination, FMLA, and termination of $10.00 an hour staff member in binding arbitration

$117,500 Pregnancy discrimination & termination ($24,000 loss of incomes)

$115,616 Signal Hill Hindu teased due to his religious beliefs

$115,000 Pregnancy discrimination & termination of customer service employee

$115,000 Unwanted sexual advances of automobile saleswoman small overdue commissions

$115,000 Unwanted sexual advances of vehicle saleswoman & minor overdue commissions

$112,023 Wrongful termination of social employee throughout trial

$110,000 (small lost earnings) Cancer discrimination & work termination

$109,500 Unpaid dominating wages for 2 workers of a small business

$107,500 Wrongfully terminated security supervisor who let his subordinates understand they had rights to meal breaks

$105,500 Unwanted sexual advances of a lesbian aerospace employee by a guy who wished to turn her straight

$105,000 Overtime due computer professional

$105,000 Fired After Depression Leave

$103,145 Refusal to accommodate pregnant storage facility employee

$102,500 Family Care Leave Act infractions & termination ($20,000 loss of revenues)

$102,500 Sexual harassment of a janitor

$102,500 Sexual harassment of a waitress (no termination involved)

$101,500 Unwanted sexual advances of a janitor

$100,850 Unwanted sexual advances by dining establishment manager

$100,000 Termination of Mechanic’s Employment in Violation of California Family Rights Act ( FMLA)

$100,000 Wrongful termination of ambulance driver who blew the whistle

$100,000 Fired Due to Age of FMLA Leave

No Results Found!

* Please be advised that previous results are not a guaranty nor prediction of future case results

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