Discrimination

Filing an EEOC religious discrimination charge is often the critical first step toward justice when your employer refuses to accommodate your faith or treats you unfairly because of your beliefs. At Feher Law, we help California workers navigate this process and fight back against employers who violate their religious rights. Understanding how these charges work

No, you cannot legally be fired simply because your short-term disability claim was denied. The denial of disability insurance benefits doesn’t automatically strip away your job protections under California and federal law, and your employer must still comply with leave laws and disability accommodations regardless of whether your insurance claim was approved. Contact our Torrance

California employers cannot fire workers for requesting reasonable accommodations under FEHA Government Code 12940(m), which requires an interactive process and reasonable accommodation for any qualifying disability or medical condition. Termination during the interactive process or shortly after an accommodation request creates a strong rebuttable presumption of disability discrimination and retaliation. Three years to file with

From Tom Feher, Esq. “California discrimination cases have a unique cost structure that most employees don’t know about. FEHA’s one-way fee shifting under Government Code 12965 means employer-defendants pay prevailing plaintiff attorney fees on top of damages. In many cases I’ve handled, the client’s net recovery actually exceeds the gross settlement because the employer separately

California discrimination lawsuits typically take 12 to 36 months to resolve. The CRD (Civil Rights Department) administrative complaint takes 6-12 months, and litigation after filing runs 12-24 additional months. Most cases settle in mediation 18-24 months after filing. Complex cases involving multiple plaintiffs, class actions, or punitive damages can extend 3-5 years. Right-to-sue letter is

To sue your California employer for gender discrimination, you must first file with the Civil Rights Department under FEHA (Government Code 12940) within three years of the last incident under Government Code 12960, receive a right-to-sue letter, and file in court within one year. Available damages include lost wages, emotional distress, punitive damages under Civil

If you are discriminated against at work in California, the immediate steps are (1) document every incident in a contemporaneous log with dates, witnesses, and quotes, (2) report internally per company policy in writing, (3) file with the Civil Rights Department under FEHA Government Code 12960 within three years, and (4) consult counsel before signing

California pregnancy discrimination settlement amounts typically range from $5,000 to $200,000+ for moderate cases, with severe cases involving wrongful termination, failure-to-accommodate, or retaliation reaching $500,000 to $1M+. Settlement value depends on lost wages, emotional distress, evidence strength, employer size, and whether the case includes punitive damages under California’s Fair Employment and Housing Act (FEHA) or

Key Takeaways You can sue a company for discrimination in California even if you are still employed there Before filing a lawsuit, you must first file a complaint with the California Civil Rights Department (CRD) or the EEOC and receive a Right-to-Sue letter California law (FEHA) protects employees from discrimination based on race, gender, age,

Disability discrimination settlement amounts in California can range from around $75,000 to $500,000 or more, with higher payouts in serious cases involving retaliation, wrongful termination, or a clear failure to accommodate. At Feher Law, we evaluate factors like lost wages, emotional distress, the employer’s size, the strength of your evidence, and whether your rights were

To prove workplace discrimination in California under FEHA (Government Code 12940), you must establish (1) membership in a protected class (race, sex, age over 40, disability, religion, national origin, sexual orientation, gender identity, and others), (2) qualification for the position, (3) an adverse action, and (4) circumstances suggesting discrimination, usually through a comparator analysis or

California Discrimination Laws vs Federal Title VII California’s Fair Employment and Housing Act (FEHA) provides broader workplace discrimination protections than federal Title VII: Factor California FEHA Federal Title VII Damages cap No cap $50,000-$300,000 by employer size Statute of limitations 3 years to CRD 180-300 days to EEOC Employer size 5+ employees (1+ for harassment)

From Tom Feher, Esq. “Most workers have no idea how many everyday actions the law actually protects. It is not just reporting harassment. Asking for a disability accommodation, taking medical leave, questioning your pay, reporting an unsafe condition, even serving on a jury are all protected, and punishing you for any of them is illegal.

California’s gender equality laws are among the strongest in the nation, prohibiting workplace discrimination based on sex, gender identity, gender expression, sexual orientation, and pregnancy under the Fair Employment and Housing Act (FEHA). The Equal Pay Act (Labor Code §1197.5) requires equal pay for substantially similar work. Victims can recover back pay, emotional distress, attorney