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Navigating the legal aspects of employment can be intricate. This webpage provides a summary of some necessary staff member rights and resources to assist you comprehend your alternatives.

Understanding Your Employee Rights

As a staff member, you have certain legal protections in location to ensure a reasonable and safe work environment. These rights cover numerous aspects of your employment, including:

Wage and Hour Lawyer: You are entitled to be paid minimum wage for all hours worked, and overtime pay for going beyond a set variety of hours weekly (usually 40). Meal and rest breaks may also be compensated depending upon your location and employer. Unwanted Sexual Advances: Sexual Harassment sadly continues to effect people of all genders and gender recognitions. The Employment Lawyers Group has actually tried and dealt with lots of cases for employment males and females involving undesirable sexual touching, sexual attack, sexual battery, quid professional quo unwanted sexual advances done by supervisors, managers, and company owner. These days lots of unwanted sexual advances cases also involve undesirable text and profane photos sent out to cellphones. Our work includes appeals worrying unwanted sexual advances and life altering settlements. Discrimination and Harassment: Federal and state laws forbid discrimination based upon race, color, religion, sex (consisting of pregnancy), nationwide origin, impairment, age (40 or older), or hereditary information. This includes defense from harassment of any kind. Reasonable Accommodation: If you have a recorded medical condition, your company might be needed to supply affordable accommodations to enable you to perform your task responsibilities. Examples include versatile work schedules, modified equipment, or available work spaces. However, most cases submitted in court for employers refusing to reasonably accommodate staff members involves employers who fired a staff member for not returning to work when they are out on a disability, FMLA, or pregnancy leave. Allowing time off for an employee's medical condition and treatment are essential reasonable accommodations many companies do not appropriately manage. Workplace Safety: Your employer has a legal obligation to provide a safe work environment devoid of acknowledged dangers. This consists of sticking to security guidelines and offering proper training for workers. Wrongful Termination: Wrongful termination is a whistle blower tort. If a staff member complains about their employer doing something prohibited and they are ended that might be wrongful termination. Retaliation leading to a job termination is wrongful termination if it happens since the worker exercised statutory legal rights and was retaliated for exercising those rights. Examples include job terminations due to the staff member submitting a wage claim, refusing sexual harassment, reporting a company to OSHA, internally complaining to management or refusing to participate in prohibited activities, taking a lawfully protected leave of absence for cancer, special needs, FMLA, employment or pregnancy. Firing an employee due to an immutable characteristic such as gender, race, or religion is also wrongful termination. Wrongful discharge IS NOT about unreasonable job terminations employees do not concur 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 become ill due to your work, employee's compensation benefits may be readily available to cover medical costs and lost incomes. However, worker's payment is the special remedy for many workplace injuries, implying you typically can not sue your company straight.

There may be limited exceptions where legal action versus a company is possible. Consulting with an employment legal representative is suggested to identify if your circumstance falls under among these exceptions, such as wrongful termination for filing a wage claim or serious office safety infractions.

Disclaimer: This webpage supplies basic information just and should not be interpreted as legal guidance. If you have specific concerns or concerns about your work rights, it's always best to talk to a certified lawyer.

Employment Lawyers Group Case Results (Some)

$18,402,868 Jury decision for male visually bugged and subject to crude remarks 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 recorded on timesheets and were on-call

$800,000 Controlled wait class action settlement

$800,000 For mis-classified independent specialists

$775,000 For small class action of employees not allowed meal breaks or cell phone repayments while looking after reliant grownups

$750,000 Disability discrimination settlement for worker who had heart issues

$750,000 Sub-Minimum wage class action settlement

$675,000 Unwanted sexual advances in a storage facility

$672,500 For sexual harassment 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 workers

$490,000 For sex and age discrimination of women

$465,000 Unwanted sexual advances at a filling station

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

$450,000 Settlement for 2 on-call employees

$450,000 Paystub infractions

$450,000 Being on controlled standby

$430,000 Settlement in 2024 dollars for a Los Angeles warehouse to breach her medical restrictions enforced by pregnancy

$400,000 Recovery following arbitration win for 4 staff members 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 staff members

$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 accused lost their appeal - pregnancy case - Jury Trial

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

$350,000 To 2 employees in getaway rental service working off-the-clock overtime

$350,000 Due to fixed reward pay not figured into overtime for a directional driller

$350,000 For regulated standby and overtime for one staff member

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

$350,000 For directional driller whose fixed rate rewards were not determined into his overtime rate

$350,000 For 2 staff members in the vacation rental company who worked off-the-clock, on-call & PAGA

$350,000 For prevailing wage and paystub itemizations

$315,000 Sexual harassment of a lesbian woman by straight male

$315,000 Sexual harassment of a pizza delivery chauffeur

$307,345 For 2 medical facility employees oncall

$305,000 Wrongful termination of 2 sales individuals

$305,000 For 2 IT problem shooters oncall at a major medical facility

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

$300,000 Verdict of punitive 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 minor rest break offenses

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

$275,000 Unpaid base pay, overtime double and double time due to on call work for 2 professionals at a radio/television station

$270,000 Unwanted sexual advances & employment termination

$260,000 For regulated wait pay

$260,000 For unwanted sexual advances in a supermarket

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

$250,000 For radiology specialist on-call and little PAGA group

$250,000 For whistle-blower about unsettled overtime

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

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

$225,000 Sexual Harassment of a Waitress (No Termination Involved)

$225,000 For two cooking area workers sexually pestered

$225,000 Unwanted sexual advances by shop customers

$206,151 Larson v. VXI Same Sex Unwanted Sexual Advances

$205,000 Unpaid incomes, overtime, labor code area 2699 charges- arbitration award for multiple plaintiffs

$205,000 For multiple plaintiffs

$200,000 For on-call work, retaliation, forced to quit security officer

$200,000 For dominating wage and FMLA offenses

$200,000 For PAGA violations and unwanted sexual advances

$200,000 Race Discrimination towards Latinos

$200,000 Acts of sexual harassment by CEO

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

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

$195,000 For Whistle Blower

$193,500 Unwanted sexual advances by a registered sex culprit

$193,250 Unwanted sexual advances by a sex transgressor

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

$190,000 Sexual harassment without a job termination

$185,857 Jewish attorney victimized due to religious beliefs

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

$182,500 Fired throughout cancer treatment

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

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

$180,000 Controlled standby pay

$175,000 Sexual harassment lawsuit

$175,000 PAGA settlement due to missed out on meal and rest breaks in a hotel's cooking areas

$175,000 Failure to pay base pay

$175,000 Unpaid overtime of 2 limo motorists 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 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 a cars and truck dealer manager denied baby 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 workers denied meal breaks, worked off-the-clock

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

$160,000 Auto dealer sexual harassment by text message

$155,000 Whistle blower at building website

$153,000 Camarillo lady demeaned due to her Christianity

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

$150,000 Race harassment at an oil refinery

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

$150,000 Mental disability & 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 assisted living center who blew whistle

$150,000 Job Termination of sales representative with cancer

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

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

$150,000 Sexual harassment of an eight-teen year old restaurant employee

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

$150,000 Job not held open throughout cancer treatment

$150,000 CNA complained about rats

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

$145,000 Settlement for an office supervisor whose Northridge employer would not allow her to take leave from work due to pregnancy

$140,000 Off-the-clock work, breach of contract to pay hourly 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 reinstate after FMLA

$135,000 Aerospace executive whistle blower

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

$127,500 Illegally required medical checkup adversely affecting a disabled employee

$127,500 Wrongfully ended driver who grumbled his truck was hazardous

$127,450 Improper query about medical capabilities

$125,450 Retail sales supervisor terminated after grumbling about national origin harassment by coworker

$125,000 Minor unwanted sexual advances

$125,000 Unwanted sexual advances at a junk food restaurant

$125,000 Unwanted sexual advances of a drug counselor

$125,000 Pregnancy discrimination case & wrongful termination -

$125,000 Wrongful termination

$125,000 Wrongful termination & minor labor code infractions

$125,000 Breach of contract, overdue wages in the web industry

$125,000 For staff member who stopped after being misclassified and not getting overtime.

$125,000 Pregnancy discrimination & termination

$125,000 Non-payment of incomes to CEO

$125,000 Age discrimination during layoff

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

$120,000 Unpaid earnings for tow truck chauffeurs

$120,000 Sexually pestered upkeep manager by another male

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

$120,000 Racial Discrimination of a warehouse worker

$120,000 Male on male sexual harassment Unpaid incomes, 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 made fun of due to his religion

$115,000 Pregnancy discrimination & termination of customer care worker

$115,000 Unwanted sexual advances of car saleswoman minor unpaid commissions

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

$112,023 Wrongful termination of social worker during trial

$110,000 (minor lost incomes) Cancer discrimination & employment termination

$109,500 Unpaid prevailing earnings for 2 staff members of a little company

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

$105,500 Unwanted sexual advances of a lesbian aerospace worker 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 warehouse employee

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

$102,500 Unwanted sexual advances of a janitor

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

$101,500 Unwanted sexual advances of a janitor

$100,850 Unwanted sexual advances by restaurant manager

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

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

$100,000 Fired Due to Age of FMLA Leave

No Results Found!

* Please be recommended that previous results are not a warranty nor prediction of future case results

THE CONTENT ON THIS WEBSITE IS ONLY INTENDED TO ASSOCIATE WITH CALIFORNIA LAW. THIS IS A WEBSITE FOR A CALIFORNIA LAW PRACTICE. DO NOT DEPEND 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.