Overview of our services…
Rob provides consultation on an hourly basis to clients who need an employment or severance agreement reviewed, are looking for guidance through the BOLI or EEOC complaint process, or have questions about the strength of potential employment-based claims.
Rob also accepts some discrimination, harassment, and wage/hour cases on a contingent fee basis, getting paid only after he wins or successfully settles your case.
Do you have a claim?
Were you fired, demoted, or not hired in the first place for what feels like it might be the wrong reason? Have you been set apart, made uncomfortable, or otherwise minimized, based on what seems like your gender, race, or nationality?
Learn more below about the types of cases Rob handles to determine if you may have a claim to pursue. If you think your rights have been impacted unfairly, reach out to schedule a consultation.
Employment Discrimination
Prejudicial treatment in the workplace may affect hiring, firing, promotions, salary, job assignments, training, benefits and/or layoffs
More about Employment Discrimination
Workplace discrimination happens when an employee or job applicant is treated unfavorably because of his or her race, skin color, national origin, gender, gender identity, pregnancy, disability, religion, or age.
It is illegal to discriminate in any facet of employment, so workplace discrimination extends beyond hiring and firing to discrimination that can happen to someone who is currently employed.
An employer is not allowed to make assumptions based on race, gender, or age-related stereotypes, and it’s also unlawful for an employer to assume that an employee may be incapable because he or she is disabled. Companies are prohibited from withholding employment opportunities from an employee because of legally protected personal traits
Employment discrimination can be direct, indirect, intentional, or unintentional. There are hundreds or even thousands of forms of discrimination, but here are some of the most common:
- Denial of employee compensation or benefits
- Denial of disability leave, employment leave, or retirement benefits
- Demotion, loss of shift, or less desirable shift
- Inappropriate or off-color comments or jokes that cause stress or unease
- Failure to reasonably accommodate physical or mental disability
- Excluding candidates from the hiring process
Employees should also be on the lookout for workplace retaliation, when an employer punishes an employee because he or she complained of discrimination or harassment or reported illegal activity.
More About Sexual Harassment and Gender Discrimination
Sexual Harassment refers to unwelcome sexual advances, requests for sexual activity, and other verbal comments, graphic or written statements, or physical conduct of a sexual nature when (1) consent to the conduct is a term or condition of your employment; (2) consent to or rejection of the conduct is used as a basis for employment, salary, or other benefit changes; or (3) the conduct interferes with your work performance and creates an intimidating, hostile, or offensive working environment.
Sexual harassment is not permissible in any way, shape, or form. You are not alone. Rob has stood with dozens of women against harassing behavior and its consequences.
Examples of inappropriate behavior include sexual or derogatory comments; grabbing or touching parts of the body; and sending letters, notes, cartoons, emails, text or audio messages of a sexually suggestive nature. Sexual harassment does not refer to occasional compliments of a socially acceptable nature. If you have experienced sexual harassment at work, please give us a call.
Gender discrimination is discrimination (discussed above) on the basis of actual or perceived gender identity. Gender identity is “the gender-related identity, appearance, or mannerisms or other gender-related characteristics of an individual, with or without regard to the individual’s designated sex at birth.” Rob believes that a work environment should treat people with dignity, decency, and respect, characterized by mutual trust and the absence of intimidation, oppression, and exploitation.
Sexual Harassment and Gender Discrimination
Unwelcome and inappropriate sexual advances and requests affecting your job performance and/or status.
Labor, Wage, and Unequal Pay Claims
Employers may not pay unequal wages to men and women, and may not stiff or shortchange your wages, regardless of gender.
More About Wage Claims
Any wage earner, of any gender, who has not been paid wages for hours worked or overtime wages for hours worked over 40/week may file a claim with the Wage and Hour Division of BOLI, and may have civil remedies as well. Also, if your employer has gone out of business and you have not been paid your final wages, you have recourse. These are wage claims. With regard to equal pay,
Women in the U.S. who work full time, year round are paid only 80 cents for every dollar paid to men — and for women of color, the wage gap is even larger. It’s long past time to close the gap.
The federal Equal Pay Act provides that “employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment.” Rob can help put this law to work for you.
A common remedy for wage violations is an order that the employer make up the difference between what the employee was paid and the amount he or she should have been paid. The amount of this sum is often referred to as “back pay.” Willful violations may multiply your damages and permit an award of attorney fees.