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<br>Navigating the legal aspects of [employment](https://indonesiacareercenter.id) can be complex. This web page provides an introduction of some essential worker rights and resources to help you comprehend your alternatives.<br>
<br>Understanding Your Employee Rights<br>
<br>As an employee, you have certain legal securities in place to guarantee a fair and safe work environment. These rights elements of your [employment](https://carrieresecurite.fr), consisting of:<br>
<br>Wage and Hour Lawyer: You are entitled to be paid base pay for all hours worked, and overtime pay for going beyond a set number of hours per week (generally 40). Meal and rest breaks may likewise be compensated depending on your location and company.
Sexual Harassment: Sexual Harassment sadly continues to effect people of all genders and gender recognitions. The [Employment](https://www.neongardeneventhire.com.au) Lawyers Group has tried and managed numerous cases for males and females involving unwanted sexual touching, sexual assault, sexual battery, quid professional quo unwanted sexual advances done by supervisors, supervisors, and entrepreneur. Nowadays lots of unwanted sexual advances cases also involve unwanted text messages and obscene pictures sent to cellphones. Our work includes appeals worrying sexual harassment and life changing settlements.
Discrimination and Harassment: Federal and state laws prohibit discrimination based upon race, color, religious beliefs, sex (including pregnancy), nationwide origin, special needs, age (40 or older), or genetic info. This includes defense from harassment of any kind.
Reasonable Accommodation: If you have a recorded medical condition, your company might be required to offer sensible accommodations to enable you to perform your task duties. Examples include flexible work schedules, modified devices, or accessible work areas. However, a lot of cases filed in court for employers refusing to fairly accommodate employees involves employers 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 staff member's medical condition and treatment are basic reasonable accommodations lots of companies do not appropriately manage.
Workplace Safety: Your company has a legal obligation to supply a safe workplace devoid of acknowledged risks. This consists of sticking to safety policies and providing proper training for workers.
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 might be wrongful termination. Retaliation leading to a task termination is wrongful termination if it occurs because the staff member exercised statutory legal rights and was retaliated for exercising those rights. Examples consist of task terminations due to the employee filing a wage claim, refusing sexual harassment, reporting an employer to OSHA, internally grumbling to management or refusing to participate in prohibited activities, taking a lawfully protected leave of absence for cancer, special needs, FMLA, or pregnancy. Firing a staff member due to an immutable characteristic such as gender, race, or religious beliefs is also wrongful termination. Wrongful discharge IS NOT about unfair job terminations workers do not agree with that do not include one of the above.<br>
<br>Call The [Employment](https://gamingjobs360.com) Lawyers Group 1-877-525-0700<br>
<br>[Employment](http://www.employment.bz) Lawyer For Workers Compensation<br>
<br>If you are hurt or become ill due to your work, employee's settlement benefits might be offered to cover medical costs and lost salaries. However, employee's compensation is the special solution for a lot of workplace injuries, meaning you usually can not sue your employer straight.<br>
<br>There might be limited exceptions where legal action against a company is possible. Consulting with a work lawyer is advised to figure out if your scenario falls under among these exceptions, such as wrongful termination for filing a wage claim or severe work environment security offenses.<br>
<br>Disclaimer: This website provides basic information just and ought to not be interpreted as legal guidance. If you have specific questions or concerns about your employment rights, it's constantly best to speak with a qualified lawyer.<br>
<br>Employment Lawyers Group Case Results (Some)<br>
<br>$18,402,868 Jury verdict for male visually bothered and subject to crude remarks by a female manager<br>
<br>$1,150,000 Unpaid commissions of two plaintiffs<br>
<br>$875,000 For 4 oil field service market workers whose times worked were not taped on timesheets and were on-call<br>
<br>$800,000 Controlled stand by class action settlement<br>
<br>$800,000 For mis-classified independent professionals<br>
<br>$775,000 For little class action of workers not enabled meal breaks or mobile phone reimbursements while taking care of reliant grownups<br>
<br>$750,000 Disability discrimination settlement for staff member who had heart issues<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 sexual harassment 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 employees 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 women<br>
<br>$465,000 Unwanted sexual advances at a filling station<br>
<br>$460,000 Unpaid hours of work for security officers & PAGA Violations<br>
<br>$450,000 Settlement for 2 on-call workers<br>
<br>$450,000 Paystub violations<br>
<br>$450,000 Being on regulated standby<br>
<br>$430,000 Settlement in 2024 dollars for a Los Angeles storage facility employee required to breach her medical constraints imposed 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 staff members<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 Unwanted sexual advances of a shipment chauffeur<br>
<br>$365,000 After defendant lost their appeal - pregnancy case - Jury Trial<br>
<br>$360,000 For missed meal and rest breaks, and overtime for 3 staff members, and PAGA charges for less than 25<br>
<br>$350,000 To 2 workers in holiday rental service working off-the-clock overtime<br>
<br>$350,000 Due to repaired reward pay not figured into overtime for a directional driller<br>
<br>$350,000 For regulated standby and [employment](https://fakenews.win/wiki/User:Tamela72T5305957) overtime for one staff member<br>
<br>$350,000 Nurse mis-classified as independent professional who was on-call<br>
<br>$350,000 For directional driller whose set rate bonuses were not determined into his overtime rate<br>
<br>$350,000 For 2 employees in the holiday rental company who worked off-the-clock, on-call & PAGA<br>
<br>$350,000 For dominating wage and paystub itemizations<br>
<br>$315,000 Sexual harassment of a lesbian lady by straight guy<br>
<br>$315,000 Sexual harassment of a pizza shipment motorist<br>
<br>$307,345 For 2 health center staff members oncall<br>
<br>$305,000 Wrongful termination of 2 sales people<br>
<br>$305,000 For 2 IT trouble shooters oncall at a major medical facility<br>
<br>$302,000 Controlled standby pay for 2 telecommunication employees in a health center<br>
<br>$300,000 Verdict of compensatory damages in wrongful termination case due to worker's rejection to work without rest breaks<br>
<br>$300,000 Post trial decision for wrongful termination settlement and small 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 2 professionals at a radio/television station<br>
<br>$270,000 Sexual harassment & work termination<br>
<br>$260,000 For controlled wait pay<br>
<br>$260,000 For unwanted sexual advances in a supermarket<br>
<br>$250,000 For 2 oil field service professionals not paid overtime<br>
<br>$250,000 For radiology professional on-call and small PAGA group<br>
<br>$250,000 For whistle-blower about unsettled overtime<br>
<br>$246,000 Breach of fiduciary duty arbitration award including 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 workers sexually bugged<br>
<br>$225,000 Unwanted sexual advances by store clients<br>
<br>$206,151 Larson v. VXI Same Sex Unwanted Sexual Advances<br>
<br>$205,000 Unpaid salaries, overtime, labor code area 2699 penalties- arbitration award for multiple complainants<br>
<br>$205,000 For numerous plaintiffs<br>
<br>$200,000 For on-call work, retaliation, forced to stop gatekeeper<br>
<br>$200,000 For dominating wage and FMLA infractions<br>
<br>$200,000 For PAGA infractions and unwanted sexual advances<br>
<br>$200,000 Race Discrimination towards Latinos<br>
<br>$200,000 Acts of sexual harassment by CEO<br>
<br>$200,000 For an employee fired due to medical problems & problems of discrimination<br>
<br>$200,000 For a sales lady 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 transgressor<br>
<br>$190,000 Sexual Harassment in the medical coding market<br>
<br>$190,000 Sexual harassment without a job termination<br>
<br>$185,857 Jewish lawyer discriminated against due to faith<br>
<br>$185,000 For sexual harassment of a lady 35 years older than the harasser<br>
<br>$182,500 Fired during cancer treatment<br>
<br>$180,000 Cancer discrimination and termination due to healing from cancer<br>
<br>$180,000 Controlled standby pay claims of oil field service employee<br>
<br>$180,000 Controlled standby pay<br>
<br>$175,000 Sexual harassment lawsuit<br>
<br>$175,000 PAGA settlement due to missed 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 limo drivers of a small business<br>
<br>$175,000 Minor concerns of pregnancy discrimination in quick 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 shop<br>
<br>$165,000 Wrongful termination and whistleblower<br>
<br>$165,000 For an automobile dealership manager 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 employees denied meal breaks, worked off-the-clock<br>
<br>$160,000 Sexual harassment by supervisors of vehicle lot<br>
<br>$160,000 Auto car dealership unwanted sexual advances by text<br>
<br>$155,000 Whistle blower at building and construction site<br>
<br>$153,000 Camarillo woman demeaned due to her Christianity<br>
<br>$150,000 Sexual harassment to two kitchen area workers 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 special needs & 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 assisted living facility who blew whistle<br>
<br>$150,000 Job Termination of sales representative with cancer<br>
<br>$150,000 Settlement for failure to renew after maternity leave<br>
<br>$150,000 Cancer discrimination & termination of waitress Wrongful Termination of Site Manager<br>
<br>$150,000 Unwanted sexual advances of an eight-teen year old dining establishment worker<br>
<br>$150,000 Sexual harassment by a supervisor of an adult daycare program<br>
<br>$150,000 [Job](https://www.opad.biz) not held open throughout cancer treatment<br>
<br>$150,000 CNA complained about rats<br>
<br>$150,000 Forced to stop due to sexual harassment<br>
<br>$145,000 Settlement for a workplace manager whose Northridge employer would not enable her to take leave 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 declining to falsify records in suit<br>
<br>$127,500 Illegally needed medical exam adversely impacting a handicapped worker<br>
<br>$127,500 Wrongfully ended motorist who complained his truck was hazardous<br>
<br>$127,450 Improper query about medical capabilities<br>
<br>$125,450 Retail sales manager ended after complaining about nationwide origin harassment by colleague<br>
<br>$125,000 Minor unwanted sexual advances<br>
<br>$125,000 Sexual harassment at a quick food restaurant<br>
<br>$125,000 Sexual harassment of a drug counselor<br>
<br>$125,000 Pregnancy discrimination case & wrongful termination -<br>
<br>$125,000 Wrongful termination<br>
<br>$125,000 Wrongful termination & minor labor code infractions<br>
<br>$125,000 Breach of agreement, overdue incomes in the web industry<br>
<br>$125,000 For staff member who quit after being misclassified and not getting overtime.<br>
<br>$125,000 Pregnancy discrimination & termination<br>
<br>$125,000 Non-payment of earnings to CEO<br>
<br>$125,000 Age discrimination during layoff<br>
<br>$125,000 High tech employer stopped paying the consented to sum<br>
<br>$120,000 Unpaid incomes for tow truck chauffeurs<br>
<br>$120,000 Sexually pestered maintenance manager by another male<br>
<br>$120,000 Insurance professional ended for taking California Family Care Leave (FMLA)<br>
<br>$120,000 Racial Discrimination of a storage facility employee<br>
<br>$120,000 Male on male unwanted sexual advances Unpaid earnings, overtime, labor code section 2699 charges- arbitration award of over<br>
<br>$120,000 For [employment](https://library.kemu.ac.ke/kemuwiki/index.php/User:ArielIbt31725687) race discrimination<br>
<br>$117,702 Disability discrimination, FMLA, and termination of $10.00 an hour staff member in binding arbitration<br>
<br>$117,500 Pregnancy discrimination & termination ($24,000 loss of profits)<br>
<br>$115,616 Signal Hill Hindu teased due to his religious beliefs<br>
<br>$115,000 Pregnancy discrimination & termination of client service staff member<br>
<br>$115,000 Unwanted sexual advances of automobile saleswoman small unpaid commissions<br>
<br>$115,000 Sexual harassment of car saleswoman & small unsettled commissions<br>
<br>$112,023 Wrongful termination of social employee during trial<br>
<br>$110,000 (small lost earnings) Cancer discrimination & work termination<br>
<br>$109,500 Unpaid dominating wages for 2 staff members of a small company<br>
<br>$107,500 Wrongfully terminated security supervisor who let his subordinates know they had rights to meal breaks<br>
<br>$105,500 Sexual harassment of a lesbian aerospace employee by a guy who wanted to turn her straight<br>
<br>$105,000 Overtime due computer system expert<br>
<br>$105,000 Fired After Depression Leave<br>
<br>$103,145 Refusal to accommodate pregnant warehouse worker<br>
<br>$102,500 Family Care Leave Act infractions & termination ($20,000 loss of incomes)<br>
<br>$102,500 Unwanted sexual advances of a janitor<br>
<br>$102,500 Sexual harassment of a waitress (no termination involved)<br>
<br>$101,500 Unwanted sexual advances of a janitor<br>
<br>$100,850 Sexual harassment by restaurant manager<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 advised that previous outcomes are not a warranty nor prediction of future case results<br>
<br>THE CONTENT ON THIS WEBSITE IS ONLY INTENDED TO RELATE TO CALIFORNIA LAW.
THIS IS A WEBSITE FOR A CALIFORNIA LAW FIRM.
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.<br>