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Los Angeles Wrongful Termination Law Blog

Former EMT awarded wrongful termination settlement

In the state of California, employers are typically obligated to treat their employees fairly and with good faith. The definition of bad faith is to treat someone with deception. For example, an employer acts in bad faith if he fires an employee for no other reason but to avoid giving him a bonus or raise that he has earned.

A 32-year-old former part-time emergency medical technician claims that her employers acted in bad faith when they fired her in March 2012. She also said that other employees wrote memos and emails that were defamatory and libelous.

Man wrongly terminated from job awarded $1.3 million

Under the Fair Employment and Housing Act in California (FEHA), it is illegal for an employer to retaliate against an employee who participates in a protected activity. This includes an employee who complains about an employer engaging in practices forbidden by the FEHA.

A former San Diego Gas and Electric (SDG&E) employee filed a lawsuit against the company after he says he was fired for filing a complaint. SDG&E released a statement saying that their decision to let the man go was based on his behavior that violated company policies. They said that as part of their investigation, they interviewed forty employees who reported that the man acted inappropriately in his role as supervisor with the company.

Man wins sexual harassment case against female boss

When the issue of sexual harassment in the Los Angeles workplace comes up, we tend to think of men being the instigators and women as the victims. However, a growing number of men are stepping forward to speak out against their female coworkers and bosses who subject them to sexual harassment on the job.
One of these men worked as a deputy constable in Texas. He claims that the female constable acted inappropriately toward him on numerous occasions and would subject him to unwanted sexual advances. When he tried to get video evidence of the harassment, he became the subject of an investigation by the district attorney’s office, but was never charged. He resigned from his position in 2011 and now works for another police department.

Man wins disability discrimination case against employer

Disability discrimination can be defined as treating a person differently or unfairly because of his or her disability. Like a majority of states across the country, it is illegal to discriminate against someone based on his or her disability in California. There are laws governing discrimination in many different situations including public services, business, education and employment.

A former assistant officer manager for a hotel in New York claims that he was unfairly discriminated against because of his health condition. The man was diagnosed with HIV in 2008. Because his condition required him to take a medication that made him drowsy, he asked that he not work the night shift. Although the man gave his supervisor a doctor’s note, she would not honor his request and even told him he should quit.

Man with HIV filed suit over disability discrimination

Under the Americans with Disabilities Act, employers in California are expected to provide disabled workers with reasonable accommodations, as long as these alterations do not cause an employer to experience an undue difficulty. Altering a person’s work schedule is generally considered to be one example of plausible job modifications, and an employer’s failure to do so may constitute disability discrimination.

A jury awarded a 50-year-old New York man with $347,500 for punitive damages $185,000 for compensatory damages. The award comes three years after the man was discharged by a timeshare and boutique hotel. He was apparently terminated after a complaint from an unknown source was brought against him. According to his lawsuit, the man had been given a harsh evaluation that contained prevarications.

City of Los Angeles, councilman sued over sexual harassment

Instances of harassment caused by an employer are unlawful, and they can often contribute to a hostile working environment. In addition to sexual innuendo and the presence of sexually explicit materials in the workplace, actions such as conditioning employment benefits on the basis of sexual favors may be considered sexual harassment as well.

The former staffer of a Los Angeles city councilman claims that her work benefits were connected to her sexual involvement with the city councilman, and she is suing both him and the city of Los Angeles. The city councilman in question is married and fathers four children, and is apparently seeking another term. His attorney withheld from commenting.

Woman that utilized FMLA files lawsuit against former employer

Though employees in California may sometimes require a leave from work in order to recover from medical conditions or procedures, employers sometimes subject workers to adverse actions because of their absence. In some cases, employers discriminate against workers that utilize the Family Medical Leave Act (FMLA) by discharging them from the workplace.

A suit claims that a restaurant chain fired a general manager because she had a temporary disability. The former manager had taken a medical leave after having had neck surgery. Certain reasons that were given for her discharge allegedly involved matters that transpired during her medical leave or exceeded the extent of her employment, and the woman was not given a warning that her job was in danger. The woman alleges that her termination violates the ADA.

Former case manager files suit involving employer retaliation

It is not uncommon for employers in California to resort to wrongful termination when workers make complaints regarding workplace procedures or the behavior of their superiors. It is within an employee’s rights to make claims about unlawful discrimination and other employment law violations, but doing so can unfortunately sometimes result in instances of employer retaliation.

A woman that had been a case manager for a Pennsylvania health network claims that she was fired for her recurring complaints regarding the conduct of a supervisor. Apparently no action was taken despite the woman’s periodic complaints about the supervisor's procedures and manner. According to the suit, the woman refused to supply negative assessments of two employees that were older than 40, as she had been instructed by her supervisor to. The supervisor allegedly established a hostile workplace environment for workers that exceeded 40 years of age.

Los Angeles man sues Staples over age discrimination

Though many employers strive to achieve and promote a pleasant workplace environment, unfortunately some employees still become targets of ridicule or hostility while at work. Generally, when an employee is penalized because of an aspect of their identity rather than their work performance, they are being subjected to employment discrimination.

A Los Angeles man was 64-years-old when his job at Staples was terminated. He was allegedly subjected to false incriminations and escalating amounts of harassment after he declined to resign, as he was incited to do. He claimed that his superiors sought to expel older employees that were being paid more. One employee evidently refrained from supplying a false account of the man’s behavior when she was allegedly instructed by management to do so. He was often an object of derision at employee meetings, according to his complaint.

California district employee was allegedly sexually harassed

When workers are harassed by their superiors, they can sometimes feel pressured to either succumb to unwanted sexual advances or risk being somehow penalized for refusing them. Although the concept of making a sexual harassment claim can seem intimidating to victims, it can be imperative for amending a hostile work environment and upholding employee rights.

A sexual harassment claim was put forth after a district employee in Salinas was allegedly reprimanded for reasons concerning personnel. The manner in which the victim is believed to have been reprimanded and sexually harassed is unclear. A school board member evidently introduced the issue to the board after it was conveyed to her by contacts claiming to be familiar with the matter. The school district’s superintendent was arraigned by the school board member of having sexually harassed the district employee.

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