From 83703e6ce4ca59d362c63bcdea6eb205d8c03c2b Mon Sep 17 00:00:00 2001 From: robinconover1 Date: Tue, 11 Feb 2025 15:00:04 +0800 Subject: [PATCH] Update '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..4eb9ee3 --- /dev/null +++ b/Los-Angeles-Employee-Rights-Lawyer.md @@ -0,0 +1,184 @@ +
Navigating the legal elements of work can be complicated. This webpage provides an introduction of some essential staff member rights and resources to help you understand your choices.
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Understanding Your Employee Rights
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As a worker, you have specific legal protections in place to make sure a fair and safe work environment. These rights cover different aspects of your [employment](http://interiorwork.co.kr), consisting of:
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Wage and Hour Lawyer: You are entitled to be paid base pay for all hours worked, and overtime spend for surpassing a set variety of hours weekly (generally 40). Meal and rest breaks may also be compensated depending on your area and employer. +Unwanted Sexual Advances: Unwanted sexual advances sadly continues to effect individuals of all genders and gender identifications. The Employment Lawyers Group has attempted and dealt with lots of cases for males and females involving undesirable sexual touching, sexual assault, sexual battery, quid pro quo sexual harassment done by managers, managers, and entrepreneur. Nowadays many sexual harassment cases likewise involve undesirable text and obscene photos sent to cellphones. Our work includes appeals concerning unwanted sexual advances and life altering settlements. +Discrimination and Harassment: Federal and state laws forbid discrimination based on race, color, religious beliefs, sex (consisting of pregnancy), national origin, impairment, age (40 or older), or genetic information. This consists of protection from harassment of any kind. +Reasonable Accommodation: If you have a recorded medical condition, your company might be required to offer reasonable accommodations to allow you to perform your job tasks. Examples include flexible work schedules, modified equipment, or available work spaces. However, many cases submitted in court for companies declining to reasonably accommodate workers includes companies who fired a staff member for not returning to work when they are out on a disability, FMLA, or pregnancy leave. Allowing time off for an employee's medical condition and treatment are basic affordable lodgings numerous companies do not properly deal with. +Workplace Safety: Your company has a legal obligation to offer a safe workplace free from acknowledged risks. This consists of sticking to safety policies and providing appropriate [training](https://bcde.ru) for staff members. +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 may be wrongful termination. Retaliation leading to a job termination is wrongful termination if it takes place because the staff member worked out statutory legal rights and was struck back for working out those rights. Examples include job terminations due to the employee filing a wage claim, refusing unwanted sexual advances, reporting a company to OSHA, internally complaining to management or declining to participate in unlawful activities, taking a lawfully secured leave of absence for cancer, disability, FMLA, or pregnancy. Firing an employee due to an immutable characteristic such as gender, race, or faith is likewise wrongful termination. Wrongful discharge IS NOT about unreasonable task terminations workers 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 For Workers Compensation
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If you are hurt or ended up being ill due to your work, employee's payment benefits might be readily available to cover medical expenditures and lost wages. However, employee's compensation is the special solution for the majority of workplace injuries, meaning you normally can not sue your employer straight.
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There may be limited exceptions where legal action versus an employer is possible. Consulting with a work legal representative is recommended to determine if your situation falls under one of these exceptions, such as wrongful termination for filing a wage claim or serious work environment safety offenses.
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Disclaimer: This webpage provides general information just and needs to not be interpreted as legal suggestions. If you have specific concerns or issues about your [employment](http://jobasjob.com) rights, it's constantly best to seek advice from with a qualified lawyer.
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Employment Lawyers Group Case Results (Some)
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$18,402,868 Jury verdict for male visually bothered and based on unrefined comments 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 recorded 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 specialists
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$775,000 For small class action of staff members not permitted meal breaks or cell phone reimbursements while caring for dependent adults
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$750,000 Disability discrimination settlement for staff member who had heart issues
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$750,000 Sub-Minimum wage class action settlement
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$675,000 Sexual harassment 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://weworkworldwide.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 well employees
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$490,000 For sex and age discrimination of ladies
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$465,000 Unwanted sexual advances at a gasoline 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 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 required to breach her medical constraints enforced by pregnancy
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$400,000 [Recovery](https://jobsires.com) following arbitration win for 4 staff members who sweated 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 employees
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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 motorist
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$365,000 After offender lost their appeal - pregnancy case - Jury Trial
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$360,000 For missed meal and rest breaks, and overtime for 3 employees, and PAGA penalties for less than 25
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$350,000 To 2 workers in getaway rental service working off-the-clock overtime
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$350,000 Due to repaired bonus pay not figured into [overtime](https://www.talentiinrete.it) 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 professional who was on-call
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$350,000 For directional driller whose fixed rate bonus offers were not computed into his overtime rate
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$350,000 For 2 workers in the trip rental business 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 female by straight man
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$315,000 Unwanted sexual advances of a pizza shipment chauffeur
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$307,345 For 2 hospital workers oncall
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$305,000 Wrongful termination of 2 sales individuals
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$305,000 For 2 IT difficulty shooters oncall at a significant medical facility
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$302,000 Controlled standby pay for 2 telecommunication employees in a healthcare facility
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$300,000 Verdict of punitive damages in wrongful termination case due to worker'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 minimum wage, 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 & employment termination
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$260,000 For controlled stand by pay
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$260,000 For sexual harassment in a supermarket
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$250,000 For 2 oil field service professionals 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 task arbitration award including impairment 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 2 kitchen area workers sexually harassed
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$225,000 Unwanted sexual advances by shop clients
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$206,151 Larson v. VXI Same Sex Sexual Harassment
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$205,000 Unpaid salaries, overtime, labor code area 2699 penalties- arbitration award for multiple complainants
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$205,000 For several plaintiffs
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$200,000 For on-call work, retaliation, forced to give up security officer
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$200,000 For dominating wage and FMLA infractions
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$200,000 For PAGA violations and unwanted sexual advances
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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 issues & problems of discrimination
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$200,000 For a sales woman in her 60s, age discrimination
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$195,000 For Whistle Blower
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$193,500 Sexual Harassment by a registered sex culprit
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$193,250 Unwanted sexual advances by a sex offender
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$190,000 Sexual Harassment in the medical coding industry
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$190,000 Unwanted sexual advances without a task termination
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$185,857 Jewish legal representative victimized due to faith
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$185,000 For unwanted sexual advances of a lady 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 recovery 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 suit
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$175,000 PAGA settlement due to missed 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 limo drivers of a little company
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$175,000 Minor issues of pregnancy discrimination in fast food dining establishment, lack 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 infant 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 homeowner'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 Unwanted sexual advances by managers of vehicle lot
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$160,000 Auto dealer unwanted sexual advances by text message
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$155,000 Whistle blower at building and construction website
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$153,000 Camarillo female demeaned due to her Christianity
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$150,000 Sexual harassment 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 worker reporting client abuse
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$150,000 Mental impairment & 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 assisted living center 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 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 Sexual harassment of an eight-teen year old restaurant worker
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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 grumbled about rats
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$150,000 Forced to quit due to sexual harassment
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$145,000 Settlement for an office manager whose Northridge company would not enable 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 lawsuit
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$127,500 Illegally required medical checkup negatively impacting a disabled employee
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$127,500 Wrongfully ended driver who grumbled his truck was risky
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$127,450 about medical capabilities
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$125,450 Retail sales supervisor ended after complaining about national origin harassment by colleague
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$125,000 Minor unwanted sexual advances
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$125,000 Sexual harassment at a junk food restaurant
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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 infractions
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$125,000 Breach of agreement, unsettled wages in the web market
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$125,000 For worker who stopped 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 earnings for tow truck chauffeurs
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$120,000 Sexually harassed maintenance manager by another male
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$120,000 Insurance expert terminated for taking California Family Care Leave (FMLA)
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$120,000 Racial Discrimination of a storage facility 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 worker in binding arbitration
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$117,500 Pregnancy discrimination & termination ($24,000 loss of earnings)
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$115,616 Signal Hill Hindu teased due to his religion
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$115,000 Pregnancy discrimination & termination of customer care staff member
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$115,000 Sexual harassment of automobile saleswoman minor overdue commissions
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$115,000 Unwanted sexual advances of cars and truck saleswoman & small unpaid commissions
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$112,023 Wrongful termination of social worker throughout trial
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$110,000 (small lost incomes) Cancer discrimination & work termination
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$109,500 Unpaid prevailing wages for 2 employees of a little company
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$107,500 Wrongfully terminated 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 man who wished to turn her straight
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$105,000 Overtime due computer expert
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$105,000 Fired After Depression Leave
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$103,145 Refusal to accommodate pregnant storage facility employee
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$102,500 Family Care Leave Act infractions & termination ($20,000 loss of revenues)
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$102,500 Unwanted sexual advances of a janitor
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$102,500 Unwanted sexual advances of a waitress (no termination included)
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$101,500 Sexual harassment of a janitor
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$100,850 Sexual harassment by restaurant supervisor
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$100,000 Termination of Mechanic's [Employment](https://cannabisjobs.solutions) 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 recommended that past outcomes are not a guaranty nor forecast of future case results
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THE CONTENT ON THIS WEBSITE IS ONLY INTENDED TO ASSOCIATE WITH CALIFORNIA LAW. +THIS IS A SITE FOR A CALIFORNIA LAW OFFICE. +DO NOT DEPEND ON THIS WEBSITE FOR LEGAL ADVICE. +LEGAL ADVICE IS BASED UPON THE SPECIFICS TO EACH CASE, [visualchemy.gallery](https://visualchemy.gallery/forum/profile.php?id=4739267) 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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