Employment Discrimination
Workplace discrimination laws protect you from unfair treatment based on race, gender, age, religion, disability, and other protected characteristics. These laws ensure that you have equal opportunities in hiring, promotions, and all aspects of your employment.
Example: If you've been repeatedly passed over for promotion despite being qualified, and you suspect it’s because of your age, this may be a violation of age discrimination laws.
Workplace Harassment
Hostile work environment laws protect you from inappropriate behavior or conditions at work that create an intimidating, offensive, or abusive atmosphere. These protections ensure that you can work in a safe, respectful environment.
Example: If you’re enduring offensive jokes, comments, or unwelcome advances that make your workplace unbearable, this could be considered harassment or contribute to a hostile work environment.
Wrongful Termination
Wrongful termination laws protect you from being fired for illegal reasons, such as discrimination, retaliation, or violations of your rights. These laws ensure that you can’t be unjustly terminated from your job.
Example: If you were fired shortly after reporting discrimination or harassment, or if you were let go without a valid reason that aligns with the law, this could be a case of wrongful termination.
Workplace Retaliation
Retaliation laws are designed to protect you when you report illegal or unethical practices in the workplace. These laws prohibit employers from punishing you for speaking out about misconduct, ensuring that you can report issues without fear of losing your job or facing other negative consequences.
Example: If you reported unsafe working conditions or fraudulent activity, and your employer responded by demoting you, cutting your hours, or even firing you, this could be a violation of retaliation and whistleblowing laws.
Failure to Accommodate
Failure to accommodate laws protect your right to reasonable adjustments in the workplace if you have a disability or specific needs related to your health, religion, or other protected characteristics. Employers are required to make reasonable accommodations to help you perform your job effectively.
Example: If you have a disability that requires flexible working hours or specific equipment to do your job, and your employer refuses to provide these accommodations without a valid reason, this may be a violation of your rights.
Wage & Overtime Violations
Wage and overtime laws ensure that you are fairly compensated for the work you do. These laws require employers to pay at least the minimum wage and to provide overtime pay for hours worked beyond the standard workweek.
Example: If you’re regularly working more than 40 hours a week without receiving overtime pay, or if your employer is paying you less than the minimum wage, these are violations of wage and overtime laws.
Rest & Meal Break Violations
Rest and meal break laws are in place to ensure that you have the time you need during your workday to rest and recharge. These laws require employers to provide you with designated breaks for meals and rest.
Example: If you’re working long shifts without being given the chance to take your legally required rest or meal breaks, this is a violation of rest and meal break laws.
Workers’ Compensation
Workers' compensation laws are in place to ensure that you receive financial support and medical care if you’re injured or become ill due to your job. These laws provide coverage for medical expenses, lost wages, and rehabilitation.
Example: If you suffered an injury at work and your claim for workers' compensation was denied, or if your employer is pressuring you to return to work before you’re fully recovered, this could be a violation of your rights under workers' compensation laws.
Protected Leave of Absence
The FMLA is a federal law that grants up to 12 weeks of unpaid leave for serious health conditions, childbirth, or caring for family. The CFRA is California's version, offering similar protections but with broader family definitions, covering domestic partners and adult children. PDL is specific to California, offering up to 4 months of leave for pregnancy and childbirth-related conditions, separate from CFRA. Together, these laws ensure employees can take essential time off without risking their jobs.
Example: If you've been terminated after taking medical leave, despite being eligible for protection under FMLA, this may be a violation of federal leave laws.