Effective Representation In Employment and Wrongful Termination Cases for Workers and Businesses
If an employee is dismissed from state employment in California by adverse action (i.e. termination for misconduct, policy violation, etc.) or as a result of disciplinary proceedings, that dismissed employee will not be permitted to take any state civil service examination or be certified from an eligible list to any position in the state service Read More …
Here is one common mistake that an employee who is falsely accused of stealing or fraud or any other serious violation at work makes – he gets really angry and he confronts his manager about the accusations in a way that cannot possible benefit him and make that situation any better. Sometimes this confrontation takes Read More …
There are clear signs that we see over and over again in many discrimination, retaliation and wrongful termination cases that suggest that the employer is trying to set an employee for termination: 1. You Receive a Written Warning or You Are Placed on a PIP A written warning or even more so a performance improvement Read More …
As the Supreme Court recently pointed out, one “good” way to discourage an employee from bringing discrimination or harassment charges would be to insist that he spend more time performing the more arduous duties and less time performing those tasks that are easier or more agreeable to that employee. This is presumably why the EEOC Read More …
Sometimes employers offer severance to an employee who is to be laid off due to reduction in force or for any other reason, and ask that employee to sign the document certifying that he/she is resigning, rather than being laid off or terminated in exchange for severance. The employee is under the impression that resignation Read More …
Many of the medical conditions and disabilities affect an employee’s work attendance and specifically – an employee’s ability to report to work regularly at a scheduled time. Some of the more common such conditions are sleep apnea and extreme cases of depression where an employee is unable to even get out of bed in the Read More …
One common mistake that employees who deal with harassment and bullying in the workplace make is reacting with anger to the harasser/bully. They either lose temper, raise their voice and give the harasser a piece of their mind while yelling and screaming, or they threaten the bully openly or implicitly with violence, or they talk Read More …
One of the more important cases discussing retaliation protection for employees and specifically what it means to oppose harassment is the US Supreme Court’s decision in Crawford v. Metropolitan Gov’t of Nashville (2009). In that case, a 30-year employee was interviewed as part of the investigation into sexual harassment allegations against one of the directors Read More …
The recent court decision in Swenson v Morongo Unified School District has an important holding on disability laws for California employees. It re-affirms that an employee’s employment and disciplinary status are not grounds for denying reasonable accommodations under ADA and FEHA. In Swanson, the claimant – a teacher with nearly 30 years of work experience Read More …