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If you want to get the justice you deserve, don’t be afraid to seek the assistance of a lawyer.
Our attorneys have unique trial and appellate talents, as well as a thorough understanding of state and federal courts and sound business acumen, all of which contribute to our continuous delivery of cost-effective outcomes.
Our Sexual Harassment attorneys strive to achieve victory as promptly and cost-effectively as feasible while never losing sight of our client’s goals. To accomplish this, we gain a thorough understanding of our customers’ businesses and operations, allowing us to consistently deliver excellent outcomes when they need us most.
Finally, we are continuously striving to provide the best value to our clients, which includes devising innovative price structures that are unique to each client and situation.
Sexual harassment in the workplace is illegal under a number of state and federal statutes. The Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964 are the two main sources of California’s laws. Employers are prohibited from discriminating on the basis of sex (including pregnancy), gender, or other protected classes under the FEHA and Title VII, respectively. Employers may be held liable for sexual harassment if they violate any of these regulations.
Many sexual harassment victims find it difficult to speak up after an event, especially when it occurs at work. If you are the victim of sexual harassment at work, you should report the incident as soon as possible to a superior or a member of human resources.
Employers have a responsibility to thoroughly examine any allegations of sexual harassment. To manage these allegations, every employer should have a protocol in place. Employers should not allow these practices, regardless of the circumstances, if the claim is true.
Some employers, on the other hand, do not respond to concerns. For any of the following reasons, an employer may choose to ignore a harassment complaint :
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Frequently Asked Questions
A: Age discrimination is treating an individual unfairly or differently because of their age. This can include denying employment, promotions, or training opportunities based on age.
A: In the United States, the Age Discrimination in Employment Act (ADEA) prohibits employment discrimination against individuals who are 40 years of age or older. Some states may have additional laws protecting against age discrimination.
A: Yes, age discrimination can occur during any stage of the employment process, including hiring. For example, an employer may choose not to hire someone based solely on their age, even if they are otherwise qualified for the position.
A: If you believe you have been a victim of age discrimination, you should speak with an employment lawyer or file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC investigates claims of discrimination and may take legal action against employers who violate anti-discrimination laws.
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