For more detailed information about Bowman & Associates’ Employment Law Services, please view our comprehensive site at bowmanfoos.com
As the employment relation between employers and employees develops, each of the parties has duties related to the relationship. Employees have rights based upon several theories under the law. An employer may not single out and treat an employee differently based upon a protected characteristic; such as race, religion, color, national origin, disability and several other legally protected characteristics.
Further, an employer may not retaliate against an employee for an issue related to public policy, such as service on jury duty. Lastly, an employer may not retaliate against an employee’s privacy, to use reasonable diligence in their hiring and retention practices and to honor their own policies and procedures.
If you have been singled out and treated differently, held to different standards, and subjected to a hostile and offensive environment because of a protected characteristic, or retaliated against, you have the rights and the Law Office of Bowman & Associates, APC is here for your advocacy.
Sacramento Administrative Appeals Attorneys
Some times, as the result of a job action such as a termination or license violation, claims are filed and proceedings are held in a court of administrative jurisdiction. Issues such as unemployment and wage and hour disputes are heard in the administrative hearing process by an administrative hearing officer. Often these hearings are binding and can have adverse effects on persons, such as denial of unemployment or forfeiture of a license. However, following an administrative hearing, the parties can file a writ to the Superior Court if they believe that the administrative hearing officer abused their authority in making their decision. The Law Office of Bowman & Associates, APC is experienced and available to represent you in all aspects of administrative hearings and to file a writ if applicable to the situation.
Sacramento Age Discrimination Attorneys
Generally, discriminating on the basis of age in the workplace is illegal under both the Federal Age Discrimination in Employment Act (ADEA), and the California Fair Employment and Housing Act (FEHA). Under both laws, there are some special limitations on who can sue.
People under forty years old are not protected by age discrimination in the workplace laws. If an employer refuses to hire somebody because he or she is thirty-nine, and therefore “too young”, that is not illegal. But if it because he or she is forty and “too old”, that is illegal… < Read More >
Sacramento Disability Discrimination Attorneys
Disability rights protected by disability employment statutes protect disabled workers from discrimination. Disability discrimination includes a wide variety of situations involving wrongful termination, failure to hire or promote, and other mistreatment of employees based on disability status. At The Law Office of Bowman and Associates, APC, we help people who have been the victims of disability discrimination.
The Americans with Disabilities Act, or ADA, protects people with disabilities from discrimination. Employers are required to make reasonable accommodations to allow people with disabilities the opportunity to work like every other American. A failure to accommodate can lead to a discrimination lawsuit. The ADA protects… < Read More >
Sacramento National Origin Discrimination Attorneys
Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1866 prohibit an employer from discriminating against an employee because of the employee’s national origin or ethnic background. This prohibition applies to decisions to hire, fire, promote, demote, set compensation and other terms and conditions of employment. Likewise, an employer may not discriminate because an employee is married to or associated with someone of a national origin group, is a member of a specific ethnic promotion group, attends a school, church, temple or mosque generally associated with a national origin group, or has a surname associated with a national origin group.
An employer may not discriminate against an individual because he or she has an accent or particular manner of speaking. Similarly, an “English Only” rule in the workplace may be deemed discriminatory. Employers may not harass an employee on the basis of national origin or ethnic background… < Read More >
Sacramento Pregnancy Discrimination Attorneys
Women often face hard decisions, but they should not have to choose between their jobs and their families. At The Law Office of Bowman and Associates, APC, California, we know that pregnant women often face illegal pressures and discrimination at work. We believe pregnancy discrimination should not force you out of the workplace, so we fight hard to protect your rights.
Federal and state laws prevent discrimination against women. At The Law Offices of Bowman and Associates, APC, we provide you with skilled legal representation that takes into account the interplay between employment, disability discrimination, and pregnancy law. We can advise you about the California Family Rights Act and the Pregnancy Discrimination Act. We can help you understand your rights and take action to meet your goals… < Read More >
Sacramento Racial Discrimination Attorneys
The Law Office of Bowman and Associates, APC represents employees who have been discriminated against on the basis of race and color, in violation of Section 1981 of the Civil Rights Act of 1866; Title VII of the Civil Rights Act of 1964; California State and City law, as well as under the laws of other states. We have represented employees and applicants for employment who have been discriminated against because of their race with regard to hiring, termination, promotion, compensation, job training, and other terms, conditions or privileges of employment.
Ethnic slurs, and offensive or derogatory racial comments deserve no protection in the workplace. When such conduct results in an intimidating, hostile or offensive work environment or otherwise interferes with an employee’s ability to perform the job, such conduct constitutes racial harassment and discrimination… < Read More >
Sacramento Religious Discrimination Attorneys
Discrimination because of religious beliefs is illegal according to Title VII of the Civil Rights Act of 1964. There are several provisions listed that show employers are required to try and provide reasonable accommodation for an employee to practice their religion as long as they do not cause the employer “undue” hardship. One provision states that employers may not treat applicants or employees better or worse than other employees because of their religious beliefs and/or practices – except to the extent they can make a religious accommodation. For example, an employer may not refuse to hire individuals of a certain religion, or may not impose more or different work requirements on an employee because of that employee’s religious beliefs or practices.
This may seem odd to most Americans, but employees cannot be forced to participate — or be purposely excluded — in a religious activity (like a Christmas party) as a condition of employment or for positive performance reviews… < Read More >
Sacramento Retaliation Attorneys
Retaliation is an act by an employer, either economically tangible or more subtle, in an attempt to have an adverse affect on an employee who has objected to sexual harassment, discrimination, or other illegal activity. Retaliation may also occur where a woman has taken leave under the Family and Medical Leave Act.
One type of retaliation is where the victim can show a tangible adverse employment action including termination, a pay-cut, or another demonstrable act that caused economic injury or significantly altered the terms and conditions of the employment relationship… < Read More >
Sacramento Sexual Harassment Attorneys
Sexual harassment is a form of gender based discrimination, actions taken against a person based upon their gender. California employers of one or more employees are required to take all reasonable steps necessary to prevent harassment from occurring in the workplace. Sexual harassment typically falls into two categories, “quid pro quo” which makes a condition of job continuance, benefits, promotions, etc. on receipt of sexual favors; and “hostile environment” where the unwelcome sexual comments, touching, and or visual displays of a supervisor or coworker create an environment poisoned by the harassment. Employers are required to have a policy and to post and distribute information relating to the illegality of sexual harassment.
You do not have to tolerate unwanted sexual advances or situations in the workplace. If you or a loved one have been a victim of sexual harassment at work, contact an experienced sexual harassment attorney in Sacramento today for your free initial consultation… < Read More >
Sacramento Unemployment Compensation Attorneys
California’s Unemployment Compensation law provides benefits for most employees who are terminated from their employment. Unemployment Compensation benefits can be denied only in limited circumstances such as when the employee is terminated for actual ‘misconduct’ as narrowly defined by the statute or where the employee voluntarily quits work without good cause attributable to the employer. Employees who file for Unemployment Compensation benefits and are denied their claims can appeal the decision…. < Read More >
Sacramento Wages, Hours & Overtime Attorneys
Federal wage, hour, and overtime laws are regulated by the Fair Labor Standards Act (FLSA). In addition, most states have similar wage and hour laws governing overtime. Non-exempt employees should be paid at least 1 1/2 times their hour salary for overtime hours worked. Overtime hours can include working more than 40 hours in one week or more than 8 hours in one day. Unfortunately, in some instances, company greed or ignorance prevent you from receiving your entitled overtime pay. The following are guidelines to help you determine if you are not being fully compensated for your overtime work… < Read More >
Sacramento Wrongful Termination Attorneys
Employees may not be terminated because they exercised a right granted to them by a state or federal statute or certain administrative regulations. Many activities are protected, employees must not be terminated for participating in such activities, including but not limited to: jury duty, political activity, refusal to authorize disclosure of medical information, voluntary participation in alcohol or drug rehabilitation programs, having wages garnished, refusing to patronize employer and time off for domestic violence.
If you or a loved one have lost your job due to illegal circumstances, contact an experienced wrongful termination attorney in Sacramento today for your free initial consultation… < Read More >
