California Discrimination Lawyer

How can Hall Law Group help you fight discrimination?

Our discrimination lawyers can help you recover compensation if you've experienced unlawful conduct at work, which interferes with your work performance or creates a hostile environment.

Under the California Fair Employment and Housing Act, employers are prohibited from discriminating against protected classes such as race, religion, gender, sexual orientation, national origin, and age. This includes actions like firing, demoting, or denying promotions to employees. Our commitment to civil rights laws reflects our dedication to protecting basic human rights and freedoms in the workplace. If you've faced discrimination, we're here to support you and seek justice on your behalf.

Hall Law Group is dedicated to safeguarding the rights of individuals who have experienced discrimination in violation of various federal, state, and local laws. These laws include Title VII of the 1964 Civil Rights Act and the California Fair Employment and Housing Act.

Our firm frequently represents employees who have faced discrimination based on various factors. These include race, age, disability, taking protected leave for medical reasons or to care for a family member under the Family and Medical Leave Act, national origin, gender (including pregnancy discrimination and sexual harassment), family responsibilities, sexual orientation, and religion.

Religious Discrimination

In California, any unfair treatment directed towards an individual based on their religious, ethical, or moral beliefs is classified as religious discrimination, which is explicitly prohibited under the California Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964. This form of discrimination encompasses any adverse employment actions, such as hiring, firing, promotions, job assignments, and other terms or conditions of employment, that are influenced by an individual's sincerely held beliefs. Employers must provide reasonable accommodations for employees' religious practices, such as flexible scheduling, voluntary shift substitutions, or modifications to workplace policies unless doing so would cause undue hardship on the business. Additionally, it is unlawful for employers to create or allow a hostile work environment where employees are subjected to harassment, ridicule, or isolation due to their religious beliefs.

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Racial Discrimination

In California, experiencing unfair treatment based on your skin color or race, or due to your association with someone of a particular race or color, unequivocally constitutes race discrimination, which is strictly prohibited under both state and federal laws, including the California Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964. Race discrimination can manifest in various forms, such as disparate treatment in hiring, firing, promotions, job assignments, wages, and other terms and conditions of employment. It also includes creating or permitting a hostile work environment through racist comments, jokes, or any other behavior that demeans or isolates an individual based on their race or color. Employers are legally obligated to take immediate and appropriate action to prevent and address any instances of race discrimination, ensuring a workplace where all employees are treated with respect and equality. Should an employee encounter such discriminatory practices, they have the right to seek legal recourse, which can include filing a complaint with the Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH), and pursuing remedies that may include reinstatement, back pay, and compensatory damages.

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Pregnancy Discrimination

Under the Pregnancy Discrimination Act (PDA), employers in California are strictly prohibited from engaging in any form of discrimination against employees or job applicants on the basis of pregnancy, childbirth, or related medical conditions. This federal law, complemented by the California Fair Employment and Housing Act (FEHA), mandates that pregnant employees must be treated equally in all aspects of employment, including hiring, firing, promotions, and job assignments. Employers are required to provide reasonable accommodations for pregnancy-related conditions, such as modified tasks or alternative assignments, and must not impose unfair treatment or disadvantageous terms due to an employee's pregnancy. Additionally, pregnancy-related leave must be treated in the same manner as other temporary disabilities concerning leave policies, accrual of seniority, and continuation of benefits.

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Pay Discrimination

Under the Equal Pay Act, California employers are legally obligated to ensure that men and women receive equal compensation for performing substantially similar work, which encompasses equal skill, effort, and responsibility and is performed under similar working conditions. This mandate extends beyond mere salary to include all forms of compensation, such as bonuses, stock options, and other fringe benefits. Employers must ensure that any pay discrepancies are based on legitimate factors such as seniority, merit, or the quantity or quality of production rather than on gender. California's commitment to pay equity is reinforced by stringent state laws that impose severe penalties on employers found in violation, thereby promoting a fair and just workplace where all employees, regardless of gender, are rewarded equitably for their contributions.

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National Origin Discrimination

In California, it is unequivocally illegal for employers to treat employees unfairly based on their country of origin or ethnicity, as mandated by both federal and state anti-discrimination laws, including Title VII of the Civil Rights Act of 1964 and the California Fair Employment and Housing Act (FEHA). These laws protect individuals from discrimination in all aspects of employment, such as hiring, firing, compensation, job assignments, promotions, layoffs, training, and benefits. Employers are prohibited from enacting policies or practices that disproportionately affect employees of a particular national origin or ethnicity unless such policies are justified by business necessity and there are no less discriminatory alternatives. Furthermore, harassment based on national origin or ethnicity, such as offensive or derogatory comments, is strictly prohibited and must be promptly addressed by employers.

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Genetics Discrimination

Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA) provides critical protections to employees and job applicants in California by prohibiting discrimination based on genetic information. This includes any information about an individual's genetic tests, the genetic tests of family members, and any manifestation of a disease or disorder in family members. Employers are strictly forbidden from using genetic information in making employment decisions such as hiring, firing, promotions, or job assignments. Additionally, GINA restricts employers from requesting, requiring, or purchasing genetic information about employees or their family members, with very limited exceptions.

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Gender Discrimination

In California, treating an individual unfavorably due to their sex or gender identity constitutes a clear violation of Title VII of the Civil Rights Act of 1964, as well as the California Fair Employment and Housing Act (FEHA). Such discrimination encompasses any adverse employment actions, including but not limited to hiring, firing, promotions, job assignments, pay, benefits, and other terms and conditions of employment that are influenced by an individual’s sex or gender identity. This includes discrimination based on pregnancy, sexual orientation, gender expression, and transgender status. Employers are mandated to ensure an inclusive and respectful work environment, free from harassment or hostile behavior that targets individuals based on their sex or gender identity. Additionally, reasonable accommodations must be made for employees undergoing gender transition or those who require specific considerations related to their gender identity.

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Disability Discrimination

Employers cannot treat a qualified employee unfairly due to their disability. This means an employer cannot make adverse employment decisions, such as refusing to hire, promote, or provide equal job benefits solely based on an employee's disability. Employers are also obligated to provide reasonable accommodations that enable disabled employees to perform their job duties effectively unless doing so would cause undue hardship to the business. Any form of retaliation against an employee for asserting their rights under disability discrimination laws is also unlawful. California's robust legal framework ensures that all employees, regardless of their physical or mental impairments, are treated with the dignity and respect they deserve, fostering an inclusive and equitable workplace environment.

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Age Discrimination

In California, the Age Discrimination in Employment Act (ADEA) and the Fair Employment and Housing Act (FEHA) protect against age discrimination, specifically targeting unlawful practices against employees and job applicants 40 years of age or older. These laws make it illegal for employers to engage in discriminatory practices such as hiring, firing, promoting, or providing different terms and conditions of employment based solely on an individual's age. Any actions that result in unfair treatment or adverse impact on older employees due to their age are strictly prohibited, ensuring that all workers are evaluated based on their qualifications and performance rather than age.

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Practice Areas

Discrimination

Medical & Family Leave Violations

Retaliation

Sexual Harassment

Wage and Hour Violations

Whistleblowing

Wrongful Termination

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California Discrimination Lawyer

How can Hall Law Group help you fight discrimination?

Practice Areas

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