From ecefd35d2eed92ded42782d601ab51e2534c46cc Mon Sep 17 00:00:00 2001 From: lesleybarraza Date: Fri, 28 Feb 2025 22:16:11 +0800 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..41362d3 --- /dev/null +++ b/Los-Angeles-Employee-Rights-Lawyer.md @@ -0,0 +1,184 @@ +
Navigating the legal aspects of work can be complicated. This website provides an overview of some essential staff member rights and resources to assist you understand your options.
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Understanding Your Employee Rights
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As a worker, you have particular legal securities in place to ensure a fair and safe workplace. These rights cover numerous aspects of your [employment](https://feniciaett.com), including:
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Wage and Hour Lawyer: You are entitled to be paid minimum wage for all hours worked, and overtime pay for surpassing a set variety of hours weekly (usually 40). Meal and rest breaks may likewise be compensated depending on your area and company. +Sexual Harassment: Unwanted sexual advances sadly continues to effect individuals of all genders and gender recognitions. The Employment Lawyers Group has actually attempted and dealt with many cases for males and females including undesirable sexual touching, sexual assault, sexual battery, quid professional quo unwanted sexual advances done by managers, supervisors, and entrepreneur. These days numerous unwanted sexual advances cases also include undesirable text messages and profane photos sent to mobile phones. Our work includes appeals worrying sexual advances and life changing settlements. +Discrimination and Harassment: Federal and state laws restrict discrimination based upon race, color, religion, sex (including pregnancy), national origin, special needs, age (40 or older), or genetic information. This includes security from harassment of any kind. +Reasonable Accommodation: If you have a documented medical condition, your company may be required to provide affordable accommodations to allow you to perform your task tasks. Examples include flexible work schedules, customized devices, or accessible workspaces. However, most cases filed in court for employers declining to reasonably accommodate workers involves companies who fired a worker for not returning 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 affordable lodgings numerous companies do not properly deal with. +Workplace Safety: Your employer has a legal responsibility to supply a safe workplace devoid of recognized hazards. This includes adhering to safety guidelines and supplying appropriate training for employees. +Wrongful Termination: Wrongful termination is a whistle blower tort. If a staff member grumbles about their employer doing something unlawful and they are ended that might be wrongful termination. Retaliation resulting in a job termination is wrongful termination if it happens since the staff member exercised statutory legal rights and was retaliated for exercising those rights. Examples include task terminations due to the employee submitting a wage claim, declining unwanted sexual advances, [employment](https://historydb.date/wiki/User:NevaAhuiaOva974) reporting a company to OSHA, internally grumbling to management or refusing to participate in illegal activities, taking a legally protected leave of lack for cancer, special needs, FMLA, or pregnancy. Firing an employee due to an immutable particular such as gender, race, or faith is likewise wrongful termination. Wrongful discharge IS NOT about unreasonable job terminations workers do not concur with that do not include among the above.
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Call The [Employment](https://wrk.easwrk.com) Lawyers Group 1-877-525-0700
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Employment Lawyer For Workers Compensation
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If you are hurt or ended up being ill due to your work, employee's payment advantages may be available to cover medical expenses and lost incomes. However, employee's payment is the unique remedy for a lot of workplace injuries, implying you normally can not sue your employer straight.
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There may be restricted exceptions where legal action against an employer is possible. Consulting with an [employment](https://earthdailyagro.com) attorney is advised to determine if your situation falls under among these exceptions, such as wrongful termination for filing a wage claim or extreme work environment safety offenses.
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Disclaimer: This webpage supplies general information only and should not be construed as legal recommendations. If you have particular questions or issues about your work rights, it's constantly best to seek advice from 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 bugged and subject to unrefined remarks by a female supervisor
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$1,150,000 Unpaid commissions of two plaintiffs
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$875,000 For 4 oil field service market employees 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 staff members not permitted meal breaks or cell phone repayments while looking after dependent adults
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$750,000 Disability discrimination settlement for worker who had heart issues
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$750,000 Sub-Minimum wage class action settlement
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$675,000 Unwanted sexual advances in a storage facility
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$672,500 For unwanted sexual advances at a truck stop
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$539,584 Myles v. Wellpoint Termination of [Employment](https://blackcreateconnect.co.uk) Due to Disability and Workers Compensation Injury
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$510,000 Class action settlement of 125 workers 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 ladies
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$465,000 Unwanted sexual advances at a gas 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 employees
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$450,000 Paystub violations
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$450,000 Being on controlled standby
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$430,000 Settlement in 2024 dollars for a Los Angeles storage facility employee required to break her medical limitations imposed by pregnancy
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$400,000 Recovery following arbitration win for 4 workers who worked off the clock
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$400,000 Following arbitration win for meal & rest breaks for 3 staff members
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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 Unwanted sexual advances of a shipment motorist
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$365,000 After offender 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 employees, and PAGA charges for less than 25
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$350,000 To 2 workers in holiday rental organization working off-the-clock overtime
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$350,000 Due to fixed reward pay not figured into overtime for a directional driller
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$350,000 For regulated standby and overtime for one worker
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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 fixed rate benefits were not determined into his overtime rate
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$350,000 For 2 employees in the holiday rental business who worked off-the-clock, on-call & PAGA
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$350,000 For prevailing wage and paystub itemizations
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$315,000 Sexual harassment of a lesbian woman by straight man
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$315,000 Unwanted sexual advances of a pizza shipment driver
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$307,345 For 2 medical facility staff members oncall
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$305,000 Wrongful termination of 2 sales people
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$305,000 For 2 IT difficulty shooters oncall at a major health center
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$302,000 Controlled standby pay for 2 telecommunication workers in a medical facility
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$300,000 Verdict of punitive damages in wrongful termination case due to staff member's rejection to work without rest breaks
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$300,000 Post trial verdict for wrongful termination settlement and minor rest break violations
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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 base pay, overtime double and double time due to on call work for 2 service technicians at a radio/television station
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$270,000 Unwanted sexual advances & work termination
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$260,000 For controlled wait pay
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$260,000 For sexual harassment in a grocery store
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$250,000 For 2 oil field service specialists not paid overtime
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$250,000 For radiology specialist on-call and small PAGA group
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$250,000 For whistle-blower about unpaid overtime
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$246,000 Breach of fiduciary responsibility arbitration award involving impairment discrimination
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$232,000 Male on male unwanted sexual advances 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 employees sexually bugged
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$225,000 Sexual harassment by shop customers
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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 charges- arbitration award for several complainants
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$205,000 For multiple plaintiffs
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$200,000 For on-call work, retaliation, forced to give up gatekeeper
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$200,000 For prevailing wage and FMLA violations
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$200,000 For PAGA offenses and unwanted sexual advances
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$200,000 Race Discrimination towards Latinos
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$200,000 Acts of unwanted sexual advances by CEO
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$200,000 For an employee fired due to medical problems & grievances of discrimination
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$200,000 For a sales female 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 signed up sex culprit
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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 industry
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$190,000 Unwanted sexual advances without a job termination
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$185,857 Jewish lawyer discriminated versus due to religious beliefs
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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 throughout 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 Unwanted sexual advances suit
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$175,000 PAGA settlement due to missed meal and rest breaks in a hotel's cooking areas
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$175,000 Failure to pay minimum wage
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$175,000 Unpaid overtime of 2 limo chauffeurs of a little company
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$175,000 Minor issues of pregnancy discrimination in junk food restaurant, lack of rest breaks
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$175,000 Wrongful Termination of Financial Whistleblower
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$175,000 PAGA settlement resort personnel 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 huge box shop
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$165,000 Wrongful termination and whistleblower
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$165,000 For an automobile 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 Unwanted sexual advances at a resident's Association
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$160,000 For 3 oil field staff members rejected meal breaks, worked off-the-clock
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$160,000 Unwanted sexual advances by managers of cars and truck lot
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$160,000 Auto car dealership sexual harassment by text
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$155,000 Whistle blower at construction website
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$153,000 Camarillo lady demeaned due to her Christianity
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$150,000 Sexual harassment to two kitchen area workers 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 worker reporting patient 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](https://barbersconnection.com) Termination of sales representative with cancer
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$150,000 Settlement for failure to reinstate 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 year old restaurant worker
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$150,000 Sexual harassment by a supervisor of an adult daycare program
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$150,000 Job not held open throughout cancer treatment
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$150,000 CNA complained about rats
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$150,000 Forced to give up due to unwanted sexual advances
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$145,000 Settlement for an office manager whose Northridge employer would not permit her to take leave from work due to pregnancy
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$140,000 Off-the-clock work, breach of contract to pay per hour 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 lawsuit
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$127,500 Illegally required medical assessment negatively impacting a disabled worker
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$127,500 Wrongfully ended motorist who grumbled his truck was unsafe
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$127,450 Improper inquiry about medical abilities
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$125,450 Retail sales manager terminated after complaining about nationwide origin harassment by colleague
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$125,000 Minor sexual harassment
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$125,000 Sexual harassment at a fast food restaurant
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$125,000 Sexual harassment of a drug counselor
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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 & small labor code infractions
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$125,000 Breach of agreement, overdue incomes in the web market
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$125,000 For staff member who stopped after being misclassified and not getting 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 drivers
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$120,000 Sexually bugged maintenance supervisor 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 incomes, overtime, labor code area 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 worker 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 teased due to his religion
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$115,000 Pregnancy discrimination & termination of client service employee
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$115,000 Unwanted sexual advances of car saleswoman minor overdue commissions
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$115,000 Unwanted sexual advances of car saleswoman & minor unpaid commissions
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$112,023 Wrongful termination of social employee throughout trial
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$110,000 (minor lost earnings) Cancer discrimination & work termination
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$109,500 Unpaid prevailing salaries for 2 employees of a little business
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$107,500 Wrongfully ended security supervisor who let his subordinates know they had rights to meal breaks
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$105,500 Unwanted sexual advances of a lesbian aerospace worker by a male who wanted 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 Unwanted sexual advances of a janitor
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$102,500 Sexual harassment of a waitress (no termination involved)
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$101,500 Unwanted sexual advances 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 driver 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 encouraged that past results are not a warranty nor forecast of future case results
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THE CONTENT ON THIS WEBSITE IS ONLY INTENDED TO CONNECT TO CALIFORNIA LAW. +THIS IS A SITE FOR [employment](http://akropolistravel.com/modules.php?name=Your_Account&op=userinfo&username=ArlethaJon) A CALIFORNIA LAW OFFICE. +DO NOT COUNT 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.
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