Practice Areas

Harassment is unwanted conduct of an unlawful nature. If the harassing conduct is so severe and frequent that it affects the victim’s ability to do her or his job, this is called a “hostile work environment.”

Harassment can take many forms.

• When a co-worker, supervisor, manager or employer demands sex or dates in return for a advancement, a raise, or continued employment, this is sexual harassment.
• Off-color jokes, pin-up photographs of naked people, Internet pornography on work computers and unwanted touching are all examples of sexual harassment.
• Sexist slurs are an example of sexual harassment.

The law allows someone in a protected class (sex, gender, gender identity, sexual orientation) to sue a harasser as well as the company/employer. If you have been a victim of sexual harassment or any other kind of harassment (in our practice area) in the workplace, contact us to secure your rights.

Sexism often shows up as discrimination based on sex, gender, gender identity or sexual orientation in employment, housing and public accommodations and this leaves victims at a terrible disadvantage. When you have been discriminated against unfairly, you can feel angry, sad, embarrassed, hopeless and confused in a matter of moments. Persistent discrimination has far-reaching implications for our society and tend to disenfranchise women on a long-term, systemic basis.

There is no one single law against discrimination. Nor does every unfair decision rise to the level of unlawful discrimination. There are, however, many laws in place to protect people who are frequently targeted for this type of abuse. Our firm helps victims of all types of discrimination with a focus on sex and gender, including discrimination against transgender people. California state laws have improved in some areas to provide legal remedies for people who were once forced to suffer in silence.

The laws regarding discrimination are numerous and evolving. While they do more than they have in the past, they are meaningless if victims of discrimination cannot use them. You deserve better than to be dismissed, disfavored and discriminated against. Discrimination is not something you have to accept as your lot in life. Call for a free consultation. 

California’s labor laws prohibit employers from discriminating against women on the basis of pregnancy. Pregnancy discrimination occurs when an employer treats a pregnant employee or applicant with less favor than another worker. An example is when a company engages in employment practices that limit the promotion opportunities for pregnant women

Most, but not all employers, are subject to state laws that prohibit pregnancy discrimination in the workplace. Laws regarding this discrimination apply to companies with 5 or more employees. The law treats pregnancy discrimination as a form of sex discrimination.

The above discrimination laws are just one example of how the State seeks to protect working women. Other laws that aim at this same protection include:

• Pregnancy disability leave laws,
• Maternity leave laws, and 
• Laws on lactation breaks and pumping breast milk.  

Note that for the purposes of these laws, a pregnant worker includes:

1. permanent and temporary employees,
2. applicants, and
3. unpaid interns.

Unfortunately, in this day and age, the wage gap between men and women still exists. Have you been denied equal pay from a current or past job? If so, we can help. We have helped many employees fight for equal pay and wage gap claims against their employers.

The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal. All forms of pay are covered by this law, including salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits. If there is an inequality in wages between men and women, employers may not reduce the wages of either sex to equalize their pay.

We are devoted to employee representation for gender-based wage gap claims and claims of unequal pay for equal work.

Our office is also committed to working to secure access to abortion and assist women who have had to travel across state lines to seek lawful abortion-related medical procedures in California since the Supreme Court's holding in Dobbs v. Jackson Women's Health Organization, which overturned Roe v. Wade. 

California designates specific individuals as mandatory reporters of any suspected incidents of child abuse under its Child Abuse and Neglect Reporting Act (CANRA) law. Anyone who is considered a mandatory reporter who fails to promptly report an incident of abuse or neglect can face criminal penalties up to and including jail time. Details such as who needs to report, what information they must provide, and to whom and when they must make a CANRA statement are specifically prescribed by California law.  Any professional who is considered a mandatory reporter under CANRA must report any known or suspected incidents of neglect or abuse involving a minor. A minor is defined as any person under the age of 18 years old, with no exceptions for maturity or independence.  If a mandatory reporter fails to adequately take steps required under CANRA, they can face legal liability.