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      Los-Angeles-Employee-Rights-Lawyer.md

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Los-Angeles-Employee-Rights-Lawyer.md

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<br>Navigating the legal elements of [employment](https://shortjobcompany.com) can be complicated. This web page supplies an overview of some necessary employee rights and resources to assist you understand your options.<br>
<br>Understanding Your Employee Rights<br>
<br>As a staff member, you have particular legal defenses in place to guarantee a fair and safe workplace. These rights cover various elements of your work, including:<br>
<br>Wage and Hour Lawyer: You are entitled to be paid base pay for all hours worked, and overtime pay for exceeding a set number of hours each week (usually 40). Meal and rest breaks may likewise be compensated depending on your location and employer.
Sexual Harassment: Unwanted sexual advances unfortunately continues to effect individuals of all genders and gender recognitions. The [Employment](https://talento50zaragoza.com) Lawyers Group has tried and handled lots of cases for males and females including unwanted sexual touching, sexual assault, sexual battery, quid professional quo unwanted sexual advances done by managers, managers, and organization owners. These days numerous sexual harassment cases also involve undesirable text messages and obscene images sent to cellphones. Our work includes appeals worrying sexual harassment and life altering settlements.
Discrimination and Harassment: Federal and state laws prohibit discrimination based on race, color, faith, sex (including pregnancy), national origin, disability, age (40 or older), or genetic info. This includes security from harassment of any kind.
Reasonable Accommodation: If you have a documented medical condition, your employer might be needed to supply sensible lodgings to enable you to perform your job tasks. Examples consist of flexible work schedules, modified equipment, or accessible workspaces. However, most cases submitted in court for employers refusing to reasonably accommodate employees includes companies who fired an employee for not coming back to work when they are out on a special needs, FMLA, or pregnancy leave. Allowing time off for a worker's medical condition and treatment are essential sensible accommodations many companies do not appropriately handle.
Workplace Safety: Your employer has a legal responsibility to supply a safe work environment free from acknowledged risks. This includes sticking to safety regulations and providing correct training for staff members.
Wrongful Termination: Wrongful termination is a whistle blower tort. If an employee grumbles about their employer doing something unlawful and they are ended that might be wrongful termination. Retaliation resulting in a task termination is wrongful termination if it takes place due to the fact that the staff member exercised statutory legal rights and was struck back for exercising those rights. Examples consist of job terminations due to the worker submitting a wage claim, declining unwanted sexual advances, [employment](https://classifieds.ocala-news.com/author/dottywqx638) reporting an employer to OSHA, internally complaining to management or refusing to take part in prohibited activities, taking a lawfully safeguarded leave of lack for cancer, special needs, FMLA, or pregnancy. Firing an employee due to an immutable particular such as gender, race, [employment](https://wiki.eqoarevival.com/index.php/User:Steffen8369) or religious beliefs is likewise wrongful termination. Wrongful discharge IS NOT about unjust job terminations staff members do not agree with that do not involve among the above.<br>
<br>Call The Employment Lawyers Group 1-877-525-0700<br>
<br>Employment Lawyer For Workers Compensation<br>
<br>If you are hurt or ended up being ill due to your work, employee's payment advantages may be offered to cover medical expenditures and lost incomes. However, worker's payment is the unique remedy for most workplace injuries, suggesting you generally can not sue your company straight.<br>
<br>There may be limited exceptions where legal action against an employer is possible. Consulting with an employment lawyer is suggested to figure out if your scenario falls under one of these exceptions, such as wrongful termination for submitting a wage claim or serious office safety infractions.<br>
<br>Disclaimer: This webpage provides basic info just and should not be construed as legal suggestions. If you have particular questions or issues about your work rights, it's always best to speak with a certified attorney.<br>
<br>[Employment](https://eprpro.co.uk) Lawyers Group Case Results (Some)<br>
<br>$18,402,868 Jury decision for male visually bothered and based on unrefined comments by a female manager<br>
<br>$1,150,000 [Unpaid commissions](https://trans-staffordshire.org.uk) of 2 complainants<br>
<br>$875,000 For 4 oil field service whose times worked were not tape-recorded on timesheets and were on-call<br>
<br>$800,000 Controlled wait class action settlement<br>
<br>$800,000 For mis-classified independent professionals<br>
<br>$775,000 For small class action of workers not allowed meal breaks or mobile phone reimbursements while looking after reliant grownups<br>
<br>$750,000 Disability discrimination settlement for employee who had heart problems<br>
<br>$750,000 Sub-Minimum wage class action settlement<br>
<br>$675,000 Sexual harassment in a storage facility<br>
<br>$672,500 For unwanted sexual advances at a truck stop<br>
<br>$539,584 Myles v. Wellpoint Termination of Employment Due to Disability and Workers Compensation Injury<br>
<br>$510,000 Class action settlement of 125 workers on overtime claims<br>
<br>$500,000 Unpaid days of work to 4 oil rig employees<br>
<br>$490,000 For sex and age discrimination of ladies<br>
<br>$465,000 Unwanted sexual advances at a gasoline station<br>
<br>$460,000 Unpaid hours of work for security officers & PAGA Violations<br>
<br>$450,000 Settlement for 2 on-call employees<br>
<br>$450,000 Paystub infractions<br>
<br>$450,000 Being on regulated standby<br>
<br>$430,000 Settlement in 2024 dollars for a Los Angeles storage facility employee forced to breach her medical limitations enforced by pregnancy<br>
<br>$400,000 Recovery following arbitration win for 4 employees who sweated off the clock<br>
<br>$400,000 Following arbitration win for meal & rest breaks for 3 workers<br>
<br>$400,000 Off-the-clock work for 5 staff members<br>
<br>$365,000 Vasquez v. Del Rio Sanitarium Pregnancy Discrimination Case - Following Jury Trial & Appeal<br>
<br>$365,000 Sexual harassment of a delivery driver<br>
<br>$365,000 After offender lost their appeal - pregnancy case - Jury Trial<br>
<br>$360,000 For missed out on meal and rest breaks, and overtime for 3 workers, and PAGA penalties for less than 25<br>
<br>$350,000 To 2 workers in vacation rental organization working off-the-clock overtime<br>
<br>$350,000 Due to repaired benefit pay not figured into overtime for a directional driller<br>
<br>$350,000 For regulated standby and overtime for one employee<br>
<br>$350,000 Nurse mis-classified as independent specialist who was on-call<br>
<br>$350,000 For directional driller whose fixed rate bonus offers were not determined into his overtime rate<br>
<br>$350,000 For 2 workers in the vacation rental service who worked off-the-clock, on-call & PAGA<br>
<br>$350,000 For dominating wage and paystub itemizations<br>
<br>$315,000 Unwanted sexual advances of a lesbian woman by straight man<br>
<br>$315,000 Sexual harassment of a pizza shipment chauffeur<br>
<br>$307,345 For 2 healthcare facility workers oncall<br>
<br>$305,000 Wrongful termination of 2 sales people<br>
<br>$305,000 For 2 IT difficulty shooters oncall at a major hospital<br>
<br>$302,000 Controlled standby pay for two telecommunication employees in a medical facility<br>
<br>$300,000 Verdict of compensatory damages in wrongful termination case due to staff member's rejection to work without rest breaks<br>
<br>$300,000 Post trial decision for wrongful termination settlement and minor rest break offenses<br>
<br>$300,000 Multiple Worker Claims for Unpaid Wages for Oil Gauge and Calibration Inspectors on Docked Coastal Vessels<br>
<br>$275,000 Unpaid minimum wage, overtime double and double time due to on call work for two specialists at a radio/television station<br>
<br>$270,000 Sexual harassment & work termination<br>
<br>$260,000 For regulated wait pay<br>
<br>$260,000 For sexual harassment in a grocery store<br>
<br>$250,000 For 2 oil field service technicians not paid overtime<br>
<br>$250,000 For radiology professional on-call and small PAGA group<br>
<br>$250,000 For whistle-blower about unpaid overtime<br>
<br>$246,000 Breach of fiduciary duty arbitration award involving impairment discrimination<br>
<br>$232,000 Male on male sexual harassment won at a binding arbitration<br>
<br>$225,000 Sexual Harassment of a Waitress (No Termination Involved)<br>
<br>$225,000 For 2 kitchen employees sexually bothered<br>
<br>$225,000 Unwanted sexual advances by store customers<br>
<br>$206,151 Larson v. VXI Same Sex Unwanted Sexual Advances<br>
<br>$205,000 Unpaid incomes, overtime, labor code section 2699 penalties- arbitration award for numerous complainants<br>
<br>$205,000 For multiple complainants<br>
<br>$200,000 For on-call work, retaliation, forced to give up gatekeeper<br>
<br>$200,000 For prevailing wage and FMLA violations<br>
<br>$200,000 For PAGA offenses and unwanted sexual advances<br>
<br>$200,000 Race Discrimination towards Latinos<br>
<br>$200,000 Acts of unwanted sexual advances by CEO<br>
<br>$200,000 For a worker fired due to medical issues & grievances of discrimination<br>
<br>$200,000 For a sales woman in her 60s, age discrimination<br>
<br>$195,000 For Whistle Blower<br>
<br>$193,500 Sexual Harassment by a signed up sex offender<br>
<br>$193,250 Sexual harassment by a sex offender<br>
<br>$190,000 Sexual Harassment in the medical coding market<br>
<br>$190,000 Unwanted sexual advances without a task termination<br>
<br>$185,857 Jewish legal representative discriminated versus due to faith<br>
<br>$185,000 For unwanted sexual [advances](https://boxjobz.com) of a lady 35 years older than the harasser<br>
<br>$182,500 Fired throughout cancer treatment<br>
<br>$180,000 Cancer discrimination and termination due to recovery from cancer<br>
<br>$180,000 Controlled standby pay claims of oil field service worker<br>
<br>$180,000 Controlled standby pay<br>
<br>$175,000 Sexual harassment suit<br>
<br>$175,000 PAGA settlement due to missed out on meal and rest breaks in a hotel's kitchens<br>
<br>$175,000 Failure to pay minimum wage<br>
<br>$175,000 Unpaid overtime of 2 limousine chauffeurs of a small business<br>
<br>$175,000 Minor concerns of pregnancy discrimination in fast food restaurant, lack of rest breaks<br>
<br>$175,000 Wrongful Termination of Financial Whistleblower<br>
<br>$175,000 PAGA settlement resort personnel who worked off-the-clock<br>
<br>$174,250 Missed meal and rest breaks<br>
<br>$170,000 Off the clock work by nonexempt administrator at non-profit<br>
<br>$166,250 Racial harassment at a huge box store<br>
<br>$165,000 Wrongful termination and whistleblower<br>
<br>$165,000 For a vehicle dealership supervisor rejected infant bonding and CFRA Leave<br>
<br>$162,500 Failure to pay commissions, retaliation when went to Labor Board<br>
<br>$162,000 Sexual harassment at a homeowner's Association<br>
<br>$160,000 For 3 oil field workers rejected meal breaks, worked off-the-clock<br>
<br>$160,000 Sexual harassment by supervisors of vehicle lot<br>
<br>$160,000 Auto dealership unwanted sexual advances by text<br>
<br>$155,000 Whistle blower at construction website<br>
<br>$153,000 Camarillo woman demeaned due to her Christianity<br>
<br>$150,000 Unwanted sexual advances to 2 kitchen area employees at a resort<br>
<br>$150,000 Race harassment at an oil refinery<br>
<br>$150,000 Wrongful termination of social employee reporting client abuse<br>
<br>$150,000 Mental disability & termination of CFO<br>
<br>$150,000 Cancer discrimination & wrongful termination of waitress<br>
<br>$150,000 Disability discrimination & termination<br>
<br>$150,000 Wrongful termination of C.N.A. in nursing home who blew whistle<br>
<br>$150,000 Job Termination of salesperson with cancer<br>
<br>$150,000 Settlement for failure to restore after maternity leave<br>
<br>$150,000 Cancer discrimination & termination of waitress Wrongful Termination of Site Manager<br>
<br>$150,000 Sexual harassment of an eight-teen year old dining establishment employee<br>
<br>$150,000 Unwanted sexual advances by a manager of an adult daycare program<br>
<br>$150,000 [Job](https://partyandeventjobs.com) not held open during cancer treatment<br>
<br>$150,000 CNA grumbled about rats<br>
<br>$150,000 Forced to stop due to sexual harassment<br>
<br>$145,000 Settlement for a workplace supervisor whose Northridge employer would not permit her to depart from work due to pregnancy<br>
<br>$140,000 Off-the-clock work, breach of contract to pay per hour wage to nurse<br>
<br>$140,000 Not Accommodated and Fired for Mental Disability Leave<br>
<br>$137,930 Robinson v. Mantra - Binding Arbitration Award in a Pregnancy Discriminations<br>
<br>$137,500 Failure to renew after FMLA<br>
<br>$135,000 Aerospace executive whistle blower<br>
<br>$130,000 Employee fired for refusing to falsify records in claim<br>
<br>$127,500 Illegally required medical exam negatively affecting a handicapped employee<br>
<br>$127,500 Wrongfully ended motorist who grumbled his truck was hazardous<br>
<br>$127,450 Improper query about medical abilities<br>
<br>$125,450 Retail sales manager ended after complaining about nationwide origin harassment by coworker<br>
<br>$125,000 Minor sexual harassment<br>
<br>$125,000 Unwanted sexual advances at a quick food restaurant<br>
<br>$125,000 Sexual harassment of a drug therapist<br>
<br>$125,000 Pregnancy discrimination case & wrongful termination -<br>
<br>$125,000 Wrongful termination<br>
<br>$125,000 Wrongful termination & small labor code infractions<br>
<br>$125,000 Breach of agreement, unsettled wages in the web market<br>
<br>$125,000 For employee who quit after being misclassified and not getting overtime.<br>
<br>$125,000 Pregnancy discrimination & termination<br>
<br>$125,000 Non-payment of wages to CEO<br>
<br>$125,000 Age discrimination during layoff<br>
<br>$125,000 High tech employer stopped paying the accepted sum<br>
<br>$120,000 Unpaid earnings for tow truck chauffeurs<br>
<br>$120,000 Sexually bothered maintenance supervisor by another male<br>
<br>$120,000 Insurance expert terminated for taking California Family Care Leave (FMLA)<br>
<br>$120,000 Racial Discrimination of a warehouse worker<br>
<br>$120,000 Male on male unwanted sexual advances Unpaid wages, overtime, labor code area 2699 penalties- arbitration award of over<br>
<br>$120,000 For race discrimination<br>
<br>$117,702 Disability discrimination, FMLA, and termination of $10.00 an hour employee in binding arbitration<br>
<br>$117,500 Pregnancy discrimination & termination ($24,000 loss of profits)<br>
<br>$115,616 Signal Hill Hindu made fun of due to his religious beliefs<br>
<br>$115,000 Pregnancy discrimination & termination of customer support staff member<br>
<br>$115,000 Sexual harassment of automobile saleswoman small unsettled commissions<br>
<br>$115,000 Sexual harassment of cars and truck saleswoman & small overdue commissions<br>
<br>$112,023 Wrongful termination of social employee throughout trial<br>
<br>$110,000 (minor lost salaries) Cancer discrimination & employment termination<br>
<br>$109,500 Unpaid prevailing wages for 2 staff members of a small company<br>
<br>$107,500 Wrongfully ended security supervisor who let his subordinates know they had rights to meal breaks<br>
<br>$105,500 Unwanted sexual advances of a lesbian aerospace employee by a man who desired to turn her straight<br>
<br>$105,000 Overtime due computer professional<br>
<br>$105,000 Fired After Depression Leave<br>
<br>$103,145 Refusal to accommodate pregnant warehouse employee<br>
<br>$102,500 Family Care Leave Act violations & termination ($20,000 loss of incomes)<br>
<br>$102,500 Unwanted sexual advances of a janitor<br>
<br>$102,500 Unwanted sexual advances of a waitress (no termination included)<br>
<br>$101,500 Sexual harassment of a janitor<br>
<br>$100,850 Sexual harassment by restaurant supervisor<br>
<br>$100,000 Termination of Mechanic's Employment in Violation of California Family Rights Act (California FMLA)<br>
<br>$100,000 Wrongful termination of ambulance chauffeur who blew the whistle<br>
<br>$100,000 Fired Due to Age of FMLA Leave<br>
<br>No Results Found!<br>
<br>* Please be encouraged that previous results are not a warranty nor forecast of future case results<br>
<br>THE CONTENT ON THIS WEBSITE IS ONLY INTENDED TO RELATE TO CALIFORNIA LAW.
THIS IS A WEBSITE FOR [employment](https://disgaeawiki.info/index.php/User:AlyciaErlikilyik) A CALIFORNIA LAW FIRM.
DO NOT RELY ON THIS WEBSITE FOR LEGAL ADVICE.
LEGAL ADVICE IS BASED UPON THE SPECIFICS TO EACH CASE, AND INTERACTIVE DIALOGUES BETWEEN THE ATTORNEY AND CLIENT.
IN ADDITION, THE LAW CONSTANTLY CHANGES AND THIS WEBSITE DOES NOT.
BY READING THIS WEBSITE YOU ARE NOT FORMING AN ATTORNEY CLIENT RELATIONSHIP.<br>
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