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<br>Navigating the legal elements of employment can be complex. This web page supplies an overview of some important employee rights and resources to help you comprehend your options.<br>
<br>Understanding Your Employee Rights<br>
<br>As an employee, you have certain legal protections in location to guarantee a fair and safe work environment. These rights cover numerous elements of your [employment](https://nepalijob.com), including:<br>
<br>Wage and Hour Lawyer: You are entitled to be paid base pay for all hours worked, and overtime spend for exceeding a set number of hours per week (typically 40). Meal and rest breaks might also be compensated depending upon your area and company.
Unwanted Sexual Advances: Unwanted sexual advances unfortunately continues to effect individuals of all genders and gender identifications. The Employment Lawyers Group has attempted and managed numerous cases for males and females including unwanted sexual touching, sexual attack, sexual battery, quid pro quo unwanted sexual advances done by supervisors, managers, and entrepreneur. Nowadays lots of unwanted sexual advances cases likewise involve undesirable text messages and profane pictures sent to cellular phones. Our work includes appeals concerning unwanted sexual advances and life altering settlements.
Discrimination and Harassment: Federal and state laws restrict discrimination based on race, color, faith, sex (including pregnancy), nationwide origin, impairment, age (40 or older), or hereditary details. This consists of security from harassment of any kind.
Reasonable Accommodation: If you have a documented medical condition, your company may be needed to offer sensible lodgings to permit you to perform your job tasks. Examples consist of versatile work schedules, modified devices, or accessible work areas. However, a lot of cases filed in court for employers declining to reasonably accommodate workers involves employers who fired a worker for [job](https://visualchemy.gallery/forum/profile.php?id=4739105) not returning to work when they are out on a disability, FMLA, or pregnancy leave. Allowing time off for a staff member's medical condition and treatment are essential reasonable lodgings lots of employers do not effectively deal with.
Workplace Safety: Your company has a legal obligation to supply a safe work environment totally free from acknowledged dangers. This consists of sticking to safety policies 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 leading to a job termination is wrongful termination if it occurs since the staff member worked out statutory legal rights and was retaliated for working out those rights. Examples include task terminations due to the worker submitting a wage claim, declining unwanted sexual advances, reporting an employer to OSHA, internally complaining to management or declining to take part in prohibited activities, taking a lawfully secured leave of absence for cancer, disability, FMLA, or pregnancy. Firing an employee due to an immutable particular such as gender, race, or religion is likewise wrongful termination. Wrongful discharge IS NOT about unreasonable 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](https://younghopestaffing.com) Lawyer For Workers Compensation<br>
<br>If you are injured or ended up being ill due to your work, employee's payment advantages may be available to cover medical expenses and lost earnings. However, worker's compensation is the exclusive solution for a lot of workplace injuries, implying you usually can not sue your employer directly.<br>
<br>There may be limited exceptions where legal action versus an employer is possible. Consulting with a work lawyer is suggested to figure out if your circumstance falls under among these exceptions, such as wrongful termination for filing a wage claim or serious office safety violations.<br>
<br>Disclaimer: This website offers general details just and should not be construed as legal recommendations. If you have particular concerns or concerns about your employment rights, it's always best to seek advice from a qualified lawyer.<br>
<br>Employment Lawyers Group Case Results (Some)<br>
<br>$18,402,868 Jury verdict for male aesthetically bothered and based on unrefined comments by a female supervisor<br>
<br>$1,150,000 Unpaid commissions of 2 plaintiffs<br>
<br>$875,000 For 4 oil field service industry employees 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 contractors<br>
<br>$775,000 For small class action of staff members not allowed meal breaks or cellular phone reimbursements while taking care of reliant adults<br>
<br>$750,000 Disability discrimination settlement for employee who had heart issues<br>
<br>$750,000 Sub-Minimum wage [class action](http://www.employment.bz) settlement<br>
<br>$675,000 advances 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 females<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 infractions<br>
<br>$450,000 Being on controlled standby<br>
<br>$430,000 Settlement in 2024 dollars for a Los Angeles storage facility employee forced to break her medical restrictions enforced by pregnancy<br>
<br>$400,000 Recovery following arbitration win for 4 workers who worked 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 workers<br>
<br>$365,000 Vasquez v. Del Rio Sanitarium Pregnancy Discrimination Case - Following Jury Trial & Appeal<br>
<br>$365,000 Sexual harassment of a shipment motorist<br>
<br>$365,000 After accused lost their appeal - pregnancy case - Jury Trial<br>
<br>$360,000 For missed meal and rest breaks, and overtime for 3 workers, and PAGA charges for less than 25<br>
<br>$350,000 To 2 staff members in trip rental business working off-the-clock overtime<br>
<br>$350,000 Due to repaired perk pay not figured into overtime for a directional driller<br>
<br>$350,000 For controlled 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 set rate rewards were not calculated into his overtime rate<br>
<br>$350,000 For 2 employees in the holiday rental organization 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 lady by straight man<br>
<br>$315,000 Sexual harassment of a pizza shipment driver<br>
<br>$307,345 For 2 health center employees oncall<br>
<br>$305,000 Wrongful termination of 2 sales individuals<br>
<br>$305,000 For 2 IT difficulty shooters oncall at a significant healthcare facility<br>
<br>$302,000 Controlled standby spend 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 refusal to work without rest breaks<br>
<br>$300,000 Post trial decision for wrongful termination settlement and small rest break violations<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 & employment termination<br>
<br>$260,000 For controlled wait pay<br>
<br>$260,000 For sexual harassment in a supermarket<br>
<br>$250,000 For 2 oil field service technicians not paid overtime<br>
<br>$250,000 For radiology service technician on-call and small PAGA group<br>
<br>$250,000 For whistle-blower about overdue overtime<br>
<br>$246,000 Breach of fiduciary responsibility arbitration award involving disability discrimination<br>
<br>$232,000 Male on male unwanted sexual advances won at a binding arbitration<br>
<br>$225,000 Sexual Harassment of a Waitress (No Termination Involved)<br>
<br>$225,000 For 2 cooking area employees sexually harassed<br>
<br>$225,000 Sexual harassment by shop clients<br>
<br>$206,151 Larson v. VXI Same Sex Unwanted Sexual Advances<br>
<br>$205,000 Unpaid wages, overtime, labor code area 2699 penalties- arbitration award for multiple plaintiffs<br>
<br>$205,000 For several complainants<br>
<br>$200,000 For on-call work, retaliation, required to stop security officer<br>
<br>$200,000 For dominating wage and FMLA violations<br>
<br>$200,000 For PAGA violations 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 issues & complaints 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 Unwanted sexual advances by a registered sex transgressor<br>
<br>$193,250 Unwanted sexual advances by a sex transgressor<br>
<br>$190,000 Unwanted sexual advances in the medical coding industry<br>
<br>$190,000 Sexual harassment without a job termination<br>
<br>$185,857 Jewish attorney victimized due to religion<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 recovery 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 Unwanted sexual advances 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 base pay<br>
<br>$175,000 Unpaid overtime of 2 limo 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 shop<br>
<br>$165,000 Wrongful termination and whistleblower<br>
<br>$165,000 For a vehicle dealer supervisor denied baby bonding and CFRA Leave<br>
<br>$162,500 Failure to pay commissions, retaliation when went to Labor Board<br>
<br>$162,000 Unwanted sexual advances at a home owner's Association<br>
<br>$160,000 For 3 oil field employees [denied meal](https://rpvalenzuelanetwork.com) breaks, worked off-the-clock<br>
<br>$160,000 Sexual harassment by managers of automobile lot<br>
<br>$160,000 Auto dealership unwanted sexual advances by text<br>
<br>$155,000 Whistle blower at building and construction site<br>
<br>$153,000 Camarillo lady demeaned due to her Christianity<br>
<br>$150,000 Sexual harassment to 2 cooking 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 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 sales representative with cancer<br>
<br>$150,000 Settlement for failure to reinstate 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 years of age restaurant worker<br>
<br>$150,000 Unwanted sexual advances by a manager of an adult day care program<br>
<br>$150,000 Job not held open throughout cancer treatment<br>
<br>$150,000 CNA complained about rats<br>
<br>$150,000 Forced to stop due to unwanted sexual advances<br>
<br>$145,000 Settlement for an office manager whose Northridge employer would not allow 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 restore after FMLA<br>
<br>$135,000 Aerospace executive whistle blower<br>
<br>$130,000 Employee fired for refusing to falsify records in lawsuit<br>
<br>$127,500 Illegally required medical exam adversely affecting a disabled employee<br>
<br>$127,500 Wrongfully ended driver who complained his truck was risky<br>
<br>$127,450 Improper questions about medical capabilities<br>
<br>$125,450 Retail sales supervisor 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 junk food restaurant<br>
<br>$125,000 Unwanted sexual advances 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 & small labor code infractions<br>
<br>$125,000 Breach of agreement, overdue wages in the web industry<br>
<br>$125,000 For employee who gave up 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 throughout layoff<br>
<br>$125,000 High tech company stopped paying the agreed to sum<br>
<br>$120,000 Unpaid wages for tow truck motorists<br>
<br>$120,000 Sexually bugged maintenance manager by another male<br>
<br>$120,000 Insurance expert ended for taking California Family Care Leave (FMLA)<br>
<br>$120,000 Racial Discrimination of a warehouse worker<br>
<br>$120,000 Male on male sexual harassment Unpaid wages, overtime, labor code area 2699 charges- 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 earnings)<br>
<br>$115,616 Signal Hill Hindu teased due to his religious beliefs<br>
<br>$115,000 Pregnancy discrimination & termination of client service employee<br>
<br>$115,000 Unwanted sexual advances of vehicle saleswoman small unpaid commissions<br>
<br>$115,000 Sexual harassment of cars and truck saleswoman & minor unsettled commissions<br>
<br>$112,023 Wrongful termination of social worker throughout trial<br>
<br>$110,000 (minor lost salaries) Cancer discrimination & employment termination<br>
<br>$109,500 Unpaid prevailing wages for 2 employees of a little company<br>
<br>$107,500 Wrongfully ended 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 professional<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 offenses & termination ($20,000 loss of earnings)<br>
<br>$102,500 Sexual harassment 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 Unwanted sexual advances by dining establishment 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 guaranty nor forecast of future case results<br>
<br>THE CONTENT ON THIS WEBSITE IS ONLY INTENDED TO ASSOCIATE WITH CALIFORNIA LAW.
THIS IS A SITE FOR 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>