What is an employment lawyer – A comprehensive guide
Los Angeles, CA – West Coast Employment Lawyers is proud to announce the launch of their latest resource, “What Is an Employment Lawyer?” This comprehensive website provides information on the role of an employment lawyer in protecting the rights of employers and employees under California’s labor and employment laws.
The website covers the common practice areas of an employment lawyer, including racial discrimination, gender discrimination, workplace retaliation, wage and hour violations, and wrongful termination. It also explains the process of handling a labor and employment claim, including evaluating the case, explaining the client’s legal rights, determining the pros and cons, and working towards a favorable settlement.
The guide also highlights when an employment lawyer should be contacted, such as in cases of harassment, discrimination, retaliation, and other workplace violations, and who to contact in such situations.
The website also covers California’s labor and employment laws, including the updated statute of limitations for sexual harassment claims and the new law on taking time off of work to attend your child’s school activities.
West Coast Employment Lawyers is dedicated to providing the latest information and resources to help employers and employees understand their rights in the workplace.
“What Is an Employment Lawyer?” is just one of the many resources the firm offers to help educate individuals on their rights and how to protect them.
For more information on the firm’s services, visit the West Coast Employment Lawyers website at https://www.employmentattorneylosangeles.com.
What Is an Employment Lawyer?
An employment lawyer is a type of lawyer who offers legal services to employers and employees who have encountered issues in the workplace that are in violation of California’s labor and employment laws. Some common practice areas an employment lawyer is available to provide legal assistance for include racial discrimination, gender discrimination, workplace retaliation, wage and hour violations, and wrongful termination.
Each case is handled differently as they all involve unique circumstances that would require an employment lawyer to approach it using certain methods. Typically, when an employment lawyer is handling a labor and employment claim, they do the following: evaluate the client’s case, explain the client’s legal rights, determine the pros and cons involved in the case, and figure out what would be the best way to move forward with the case.
An employment lawyer’s ultimate objective is to ensure that the client is given a favorable settlement that contains compensatory damages and/or punitive damages for any losses caused by the opposing party. This can be achieved through mediation. However, if both parties do not come to an agreement, the case will head to litigation. The employment lawyer will continue to represent the client in court until a final decision has been made on whether the opposing party violated any of California’s labor and employment laws.
When Should an Employment Lawyer Be Contacted?
Employers or employees who are facing any form of harassment, mistreatment, or discrimination against someone of high authority or a coworker in the workplace should contact an employment lawyer. If you have been a victim to either of the unlawful actions listed below, an employment lawyer will help protect your legal rights and get you the justice you deserve.
- You are being harassed or discriminated against at work due to your race, religion, disability, age, gender, or sexual orientation.
- You were fired after taking a job-protected leave.
- You were retaliated against for exercising your legal rights, such as reporting an employer for sexually harassing you or participating in an investigation against your employer.
- Your employer refuses to give you overtime pay for working more than 40 hours a week.
- You were not given a promotion or a raise, but those who are far less qualified than you were granted one.
- Your employer primarily laid off a specific group of employees, such as female employees or employees who are 40 years old or older.
- Your employer demoted you after you returned to work from a Pregnancy Disability Leave (PDL) or FMLA leave.
- Your employer threatened to fire you or demote you if you refused to accept their sexual favors.
We would like to note that these are some common labor and employment violations that have been reported over the years. There are additional other situations where an employer or employee may be qualified to file a lawsuit against the harasser or discriminator.
If you are unsure of whether your situation would qualify as a harassment or discrimination claim, you should contact an employment lawyer. The employment lawyer will review your case and let you know if you should move forward with the filing process.
Labor and Employment Laws You Should Know About in California
Labor and employment laws change every year in California. New laws may be introduced, whereas older laws may be updated. These decisions are made to make employers and employees more convenient and stable when it comes to work or personal lives outside of work. Below are some new and/or updated laws California has announced within the past few years that have impacted employment.
The Statute of Limitations for Sexual Harassment Claims
California’s statute of limitations for sexual harassment claims was originally one year from the initial date when the incident took place or was discovered. The law has now been updated to three years, meaning that the victim is given an additional two years to file a lawsuit against the harasser.
Taking Time Off of Work to Attend Your Child’s School Activities
According to California Labor Code 230.8, a parent is given up to 40 hours per year, up to 8 hours per month, to take time off to attend their child’s school or daycare activities. This may include the following: enrolling your child into a school or daycare program, attending your child’s graduation or school play, and visiting a school or daycare to pick up your child if he or she is not feeling well (the 8 hours per month will not apply to this situation).
This law is only effective in companies with 25 or more employees. In addition, an employer may request to see proof of you attending your child’s school activity. You will need to provide them with evidence of your participation.
Contact:
West Coast Employment Lawyers
Ron Zambrano
818-419-1642
Original Source of the original story >> Why do you need an employment lawyer?
