From d115a838e39c6b6567a7a804992c854c37747eed Mon Sep 17 00:00:00 2001 From: Abraham Wimble Date: Fri, 28 Feb 2025 08:24:19 +0100 Subject: [PATCH] Add Los Angeles Employee Rights Lawyer --- Los-Angeles-Employee-Rights-Lawyer.md | 184 ++++++++++++++++++++++++++ 1 file changed, 184 insertions(+) create mode 100644 Los-Angeles-Employee-Rights-Lawyer.md diff --git a/Los-Angeles-Employee-Rights-Lawyer.md b/Los-Angeles-Employee-Rights-Lawyer.md new file mode 100644 index 0000000..8499ebf --- /dev/null +++ b/Los-Angeles-Employee-Rights-Lawyer.md @@ -0,0 +1,184 @@ +
Navigating the legal aspects of [employment](https://southwestjobs.so) can be intricate. This website provides an overview of some essential worker rights and resources to assist you comprehend your options.
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Understanding Your Employee Rights
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As a worker, you have particular legal securities in location to ensure a reasonable and safe workplace. These rights cover various elements of your [employment](http://34.236.28.152), consisting of:
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Wage and Hour Lawyer: You are entitled to be paid minimum wage for all hours worked, and overtime spend for going beyond a set number of hours weekly (normally 40). Meal and rest breaks might also be compensated depending on your location and company. +Sexual Harassment: Sexual Harassment unfortunately continues to effect people of all genders and gender recognitions. The Employment Lawyers Group has actually tried and managed numerous cases for men and ladies involving undesirable sexual touching, sexual attack, sexual battery, quid professional quo unwanted sexual advances done by managers, supervisors, and company owner. Nowadays lots of sexual harassment cases also include undesirable text and obscene photos sent to cellphones. Our work includes appeals concerning unwanted sexual advances and life changing settlements. +Discrimination and Harassment: Federal and state laws restrict discrimination based upon race, color, religious beliefs, sex (including pregnancy), nationwide origin, impairment, age (40 or older), or genetic information. This consists of defense from harassment of any kind. +Reasonable Accommodation: If you have a documented medical condition, your employer might be needed to provide affordable lodgings to enable you to perform your task duties. Examples include flexible work schedules, devices, or available work spaces. However, many cases submitted in court for employers refusing to fairly 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 reasonable lodgings many companies do not effectively manage. +Workplace Safety: Your company has a legal duty to supply a safe workplace complimentary from acknowledged hazards. This includes adhering to safety guidelines and supplying proper training for workers. +Wrongful Termination: Wrongful termination is a whistle blower tort. If a staff member grumbles about their company doing something unlawful and they are ended that might be wrongful termination. Retaliation resulting in a job termination is wrongful termination if it occurs because the employee worked out statutory legal rights and was retaliated for exercising those rights. Examples consist of job terminations due to the employee submitting a wage claim, declining sexual harassment, reporting a company to OSHA, internally grumbling to management or declining to take part in illegal activities, taking a legally secured leave of lack for cancer, disability, FMLA, or pregnancy. Firing a worker due to an immutable particular such as gender, race, or religion is likewise wrongful termination. Wrongful discharge IS NOT about unfair task terminations staff members do not concur with that do not involve one of the above.
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Call The Employment Lawyers Group 1-877-525-0700
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[Employment Lawyer](https://arbeitswerk-premium.de) For Workers Compensation
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If you are injured or ended up being ill due to your work, worker's settlement benefits may be offered to cover medical expenses and lost incomes. However, [employment](https://classihub.in/author/fidelkierna/) worker's settlement is the unique remedy for most workplace injuries, implying you generally can not sue your employer straight.
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There might be restricted exceptions where legal action versus an employer is possible. Consulting with a work attorney is recommended to identify if your circumstance falls under one of these exceptions, such as wrongful termination for submitting a wage claim or serious work environment safety infractions.
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Disclaimer: This website provides basic info just and should not be construed as legal recommendations. If you have particular concerns or concerns about your work rights, it's constantly best to seek advice from with a certified attorney.
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Employment Lawyers Group Case Results (Some)
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$18,402,868 Jury verdict for male visually harassed and subject to crude remarks by a female manager
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$1,150,000 Unpaid commissions of two plaintiffs
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$875,000 For 4 oil field service industry workers whose times worked were not taped on timesheets and were on-call
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$800,000 Controlled wait class action settlement
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$800,000 For mis-classified independent professionals
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$775,000 For little class action of workers not enabled meal breaks or cellular phone repayments while looking after reliant adults
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$750,000 Disability discrimination settlement for staff member who had heart problems
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$750,000 Sub-Minimum wage class action settlement
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$675,000 Sexual harassment in a warehouse
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$672,500 For sexual harassment at a truck stop
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$539,584 Myles v. Wellpoint Termination of [Employment](https://iinnsource.com) Due to Disability and Workers Compensation Injury
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$510,000 Class action settlement of 125 employees on overtime claims
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$500,000 Unpaid days of work to 4 oil rig workers
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$490,000 For sex and age discrimination of females
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$465,000 Unwanted sexual advances at a filling station
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$460,000 Unpaid hours of work for gatekeeper & PAGA Violations
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$450,000 Settlement for 2 on-call workers
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$450,000 Paystub infractions
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$450,000 Being on regulated standby
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$430,000 Settlement in 2024 dollars for a Los Angeles storage facility worker forced to breach her medical restrictions imposed by pregnancy
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$400,000 Recovery following arbitration win for 4 workers who sweated off the clock
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$400,000 Following arbitration win for meal & rest breaks for 3 workers
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$400,000 Off-the-clock work for 5 workers
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$365,000 Vasquez v. Del Rio Sanitarium Pregnancy Discrimination Case - Following Jury Trial & Appeal
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$365,000 Sexual harassment of a delivery driver
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$365,000 After accused lost their appeal - pregnancy case - Jury Trial
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$360,000 For missed out on meal and rest breaks, and overtime for 3 workers, and PAGA penalties for less than 25
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$350,000 To 2 workers in trip rental company working off-the-clock overtime
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$350,000 Due to repaired perk pay not figured into overtime for a directional driller
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$350,000 For controlled standby and overtime for one employee
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$350,000 Nurse mis-classified as independent specialist who was on-call
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$350,000 For directional driller whose set rate bonus offers were not determined into his overtime rate
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$350,000 For 2 workers in the vacation rental organization who worked off-the-clock, on-call & PAGA
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$350,000 For dominating wage and paystub itemizations
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$315,000 Sexual harassment of a lesbian woman by straight male
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$315,000 Unwanted sexual advances of a pizza shipment motorist
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$307,345 For 2 healthcare facility employees oncall
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$305,000 Wrongful termination of 2 sales people
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$305,000 For 2 IT problem shooters oncall at a significant healthcare facility
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$302,000 Controlled standby spend for two telecommunication employees in a healthcare facility
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$300,000 Verdict of compensatory damages in wrongful termination case due to worker's refusal to work without rest breaks
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$300,000 Post trial verdict for wrongful termination settlement and small rest break infractions
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$300,000 Multiple Worker Claims for Unpaid Wages for Oil Gauge and Calibration Inspectors on Docked Coastal Vessels
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$275,000 Unpaid minimum wage, overtime double and double time due to on call work for 2 specialists at a radio/television station
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$270,000 Unwanted sexual advances & employment termination
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$260,000 For regulated stand by pay
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$260,000 For unwanted sexual advances in a grocery store
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$250,000 For 2 oil field service technicians not paid overtime
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$250,000 For radiology technician on-call and small PAGA group
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$250,000 For whistle-blower about unsettled overtime
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$246,000 Breach of fiduciary responsibility arbitration award involving special needs discrimination
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$232,000 Male on male sexual harassment won at a binding arbitration
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$225,000 Unwanted sexual advances of a Waitress (No Termination Involved)
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$225,000 For two kitchen area employees sexually harassed
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$225,000 Sexual harassment by shop consumers
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$206,151 Larson v. VXI Same Sex Sexual Harassment
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$205,000 Unpaid earnings, overtime, labor code area 2699 penalties- arbitration award for several plaintiffs
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$205,000 For numerous complainants
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$200,000 For on-call work, retaliation, required to stop gatekeeper
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$200,000 For dominating wage and FMLA infractions
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$200,000 For PAGA offenses and sexual harassment
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$200,000 Race Discrimination towards Latinos
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$200,000 Acts of sexual harassment by CEO
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$200,000 For a worker fired due to medical concerns & grievances of discrimination
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$200,000 For a sales lady in her 60s, age discrimination
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$195,000 For Whistle Blower
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$193,500 Unwanted sexual advances by a registered sex transgressor
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$193,250 Unwanted sexual advances by a sex transgressor
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$190,000 Unwanted sexual advances in the medical coding market
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$190,000 Unwanted sexual advances without a job termination
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$185,857 Jewish legal representative victimized due to religion
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$185,000 For sexual harassment of a woman 35 years older than the harasser
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$182,500 Fired during cancer treatment
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$180,000 Cancer discrimination and termination due to healing from cancer
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$180,000 Controlled standby pay claims of oil field service staff member
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$180,000 Controlled standby pay
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$175,000 Sexual harassment claim
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$175,000 PAGA settlement due to missed out on meal and rest breaks in a hotel's kitchens
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$175,000 Failure to pay base pay
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$175,000 Unpaid overtime of 2 limousine drivers of a little business
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$175,000 Minor problems of pregnancy discrimination in quick food restaurant, absence of rest breaks
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$175,000 Wrongful Termination of Financial Whistleblower
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$175,000 PAGA settlement resort staff who worked off-the-clock
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$174,250 Missed meal and rest breaks
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$170,000 Off the clock work by nonexempt administrator at non-profit
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$166,250 Racial harassment at a big box store
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$165,000 Wrongful termination and whistleblower
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$165,000 For a vehicle dealership supervisor rejected child bonding and CFRA Leave
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$162,500 Failure to pay commissions, retaliation when went to Labor Board
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$162,000 Sexual harassment at a property owner's Association
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$160,000 For 3 oil field employees denied meal breaks, worked off-the-clock
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$160,000 Sexual harassment by managers of automobile lot
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$160,000 Auto dealer unwanted sexual advances by text message
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$155,000 Whistle blower at construction site
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$153,000 Camarillo lady demeaned due to her Christianity
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$150,000 Unwanted sexual advances to two cooking area employees at a resort
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$150,000 Race harassment at an oil refinery
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$150,000 Wrongful termination of social employee reporting client abuse
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$150,000 Mental special needs & termination of CFO
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$150,000 Cancer discrimination & wrongful termination of waitress
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$150,000 Disability discrimination & termination
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$150,000 Wrongful termination of C.N.A. in nursing home who blew whistle
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$150,000 Job Termination of sales representative with cancer
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$150,000 Settlement for failure to renew after maternity leave
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$150,000 Cancer discrimination & termination of waitress Wrongful Termination of Site Manager
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$150,000 Unwanted sexual advances of an eight-teen years of age restaurant employee
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$150,000 Unwanted sexual advances by a supervisor of an adult day care program
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$150,000 Job not held open during cancer treatment
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$150,000 CNA complained about rats
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$150,000 Forced to give up due to sexual harassment
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$145,000 Settlement for a workplace manager whose Northridge company would not permit her to take leave from work due to pregnancy
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$140,000 Off-the-clock work, breach of agreement to pay hourly wage to nurse
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$140,000 Not Accommodated and Fired for Mental Disability Leave
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$137,930 Robinson v. Mantra - Binding Arbitration Award in a Pregnancy Discriminations
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$137,500 Failure to restore after FMLA
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$135,000 Aerospace executive whistle blower
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$130,000 Employee fired for refusing to falsify records in suit
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$127,500 Illegally needed medical checkup adversely impacting a disabled staff member
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$127,500 Wrongfully ended chauffeur who complained his truck was hazardous
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$127,450 Improper questions about medical capabilities
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$125,450 Retail sales manager terminated after complaining about nationwide origin harassment by coworker
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$125,000 Minor unwanted sexual advances
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$125,000 Unwanted sexual advances at a fast food dining establishment
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$125,000 Sexual harassment of a drug therapist
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$125,000 Pregnancy discrimination case & wrongful termination -
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$125,000 Wrongful termination
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$125,000 Wrongful termination & minor labor code offenses
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$125,000 Breach of contract, unpaid incomes in the web market
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$125,000 For staff member who gave up after being misclassified and not receiving overtime.
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$125,000 Pregnancy discrimination & termination
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$125,000 Non-payment of earnings to CEO
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$125,000 Age discrimination during layoff
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$125,000 High tech employer stopped paying the accepted sum
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$120,000 Unpaid wages for tow truck chauffeurs
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$120,000 Sexually pestered upkeep manager by another male
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$120,000 Insurance professional ended for taking California Family Care Leave (FMLA)
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$120,000 Racial Discrimination of a warehouse worker
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$120,000 Male on male unwanted sexual advances Unpaid salaries, overtime, labor code section 2699 penalties- arbitration award of over
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$120,000 For race discrimination
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$117,702 Disability discrimination, FMLA, and termination of $10.00 an hour staff member in binding arbitration
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$117,500 Pregnancy discrimination & termination ($24,000 loss of revenues)
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$115,616 Signal Hill Hindu made fun of due to his religious beliefs
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$115,000 Pregnancy discrimination & termination of customer support employee
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$115,000 Sexual harassment of automobile saleswoman minor unsettled commissions
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$115,000 Unwanted sexual advances of cars and truck saleswoman & small overdue commissions
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$112,023 Wrongful termination of social employee throughout trial
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$110,000 (minor lost incomes) Cancer discrimination & [employment](https://www.taekwondoworkshop.com) termination
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$109,500 Unpaid prevailing wages for 2 workers of a small company
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$107,500 Wrongfully terminated security supervisor who let his subordinates understand they had rights to meal breaks
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$105,500 Unwanted sexual advances of a lesbian aerospace worker by a male who desired to turn her straight
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$105,000 Overtime due computer professional
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$105,000 Fired After Depression Leave
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$103,145 Refusal to accommodate pregnant warehouse employee
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$102,500 Family Care Leave Act offenses & termination ($20,000 loss of profits)
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$102,500 Sexual harassment of a janitor
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$102,500 Sexual harassment of a waitress (no termination included)
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$101,500 Sexual harassment of a janitor
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$100,850 Unwanted sexual advances by restaurant manager
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$100,000 Termination of Mechanic's Employment in Violation of California Family Rights Act (California FMLA)
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$100,000 Wrongful termination of ambulance motorist who blew the whistle
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$100,000 Fired Due to Age of FMLA Leave
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No Results Found!
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* Please be advised that previous results are not a guaranty nor prediction of future case results
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THE CONTENT ON THIS WEBSITE IS ONLY INTENDED TO RELATE TO CALIFORNIA LAW. +THIS IS A SITE FOR A CALIFORNIA LAW PRACTICE. +DO NOT COUNT ON THIS WEBSITE FOR [employment](https://wiki.eqoarevival.com/index.php/User:SheltonWalpole6) 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.
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