Torrance Attorneys Specializing in Race-Based Employment Claims
- Top Rated Trial Firm
- Over $100 Million Recovered For Clients
- No Fees Unless We Win
FEATURED ON
At Feher Law, our Torrance racial discrimination attorney team provides skilled legal representation for employees facing workplace bias, harassment, and retaliation.
California’s Fair Employment and Housing Act (FEHA) provides robust protections against racial discrimination, with recent legal developments enhancing employee rights and expanding remedies for workplace violations.
What constitutes racial discrimination can be complex, especially when employers attempt to mask discriminatory practices behind seemingly legitimate business decisions. Recent changes to California employment law have strengthened protections for workers, and our attorneys know how to apply these laws to build a strong case on your behalf.
If you need a discrimination lawyer in Torrance to protect your workplace rights, contact our experienced legal team for a free consultation.
Ā
What Constitutes Racial Discrimination in California Employment
Racial discrimination occurs when an employer treats an employee or job applicant unfavorably because of their race, color, ethnicity, or national origin. Under FEHA, employers with five or more employees cannot make employment decisions based on these protected characteristics. Federal law under Title VII applies to employers with 15 or more employees.
Employment decisions affected by racial discrimination include:
- Hiring and recruitment: Refusing to hire qualified candidates based on race or using discriminatory screening processes
- Compensation and benefits: Paying employees differently or denying benefits based on racial characteristics
- Promotions and advancement: Overlooking qualified employees for advancement opportunities due to racial bias
- Work assignments: Assigning less desirable tasks or limiting responsibilities based on race
- Disciplinary actions: Imposing harsher discipline on employees of certain racial backgrounds
- Termination: Firing employees or forcing resignations based on discriminatory motives
The California Civil Rights Department enforces FEHA protections and investigates discrimination complaints throughout the state. This state agency works alongside federal authorities to ensure comprehensive coverage for California workers.
š” Hypothetical Scenario: An African American software engineer at a Torrance tech company consistently receives lower performance ratings despite exceeding project goals. When a promotion opens, the company promotes a less qualified white colleague. The engineer notices a pattern where minority employees rarely advance beyond entry-level positions despite strong performance.
Our experienced legal team helps clients identify when employment actions cross the line into illegal discrimination and guides them through the process of protecting their rights.
If you’re experiencing racial discrimination at work, contact our Torrance employment attorneys for a free consultation to discuss your legal options.
CASE RESULTS
RESULTS FROM OUR MOST RECENT CASES
Meet Your Torrance Workplace Discrimination Attorneys
Here’s a glimpse of our experienced workplace discrimination lawyers in Torrance, CA who will be advocating for your rights and fight for the justice you deserve.
What Clients Think of Us
Hearing from those we’ve represented is the best way to understand the impact of our work. Check out the testimonials below to see what our clients have to say about their experiences with us.
California's Fair Employment and Housing Act (FEHA) Protections
FEHA provides broader protections than federal law, covering smaller employers and offering additional remedies for discrimination victims. The law prohibits discrimination based on race, color, ancestry, national origin, and ethnic characteristics. Recent California Supreme Court decisions have strengthened these protections significantly.
Key FEHA protections include:
- Coverage threshold: Applies to employers with five or more employees (versus 15 under federal law)
- Associational discrimination: Protects employees discriminated against due to relationships with people of different races
- Single-incident harassment: California law recognizes that one severe act of racial harassment may be enough to create a hostile work environment
- Religious and cultural protections: Employers must provide reasonable accommodations for religious practices, and discrimination based on cultural expressions tied to race is prohibited
- Broader remedies: FEHA allows recovery for emotional distress damages, attorneyās fees, and uncapped punitive damages in successful cases
Research from institutions like UCLAās Center for Health Policy Research demonstrates the significant impact workplace discrimination has on employee mental health and career advancement opportunities.
California law also makes clear that a single egregious actāsuch as the use of racial slursācan constitute actionable harassment under FEHA, even without a repeated pattern of misconduct..
āļø Our attorneys stay current with these evolving legal standards and apply them strategically to strengthen your case and maximize your recovery.
Types of Racial Discrimination in Torrance Workplaces
Torrance’s diverse economy includes aerospace, manufacturing, healthcare, and technology sectors. Racial discrimination manifests differently across these industries but shares common characteristics that violate both state and federal employment laws.
- Direct discrimination involves obvious discriminatory actions like racist comments, exclusion from meetings based on race, or explicit statements about hiring preferences. This type is easier to prove but less common as employers recognize legal risks.
- Indirect discrimination appears through neutral policies that disproportionately affect certain racial groups. Examples include unnecessary English-only policies, grooming standards targeting specific ethnic groups, or educational requirements unrelated to job duties.
- Systemic discrimination involves company-wide practices creating barriers for minority employees. This includes inadequate diversity in leadership, biased performance evaluation systems, or networking opportunities that exclude certain racial groups.
| Industry | Common Discrimination Forms | Typical Examples |
|---|---|---|
| Aerospace/Defense | Security clearance bias, promotion barriers | Assuming foreign-born employees pose security risks |
| Healthcare | Patient assignment discrimination, leadership exclusion | Limiting minority staff to certain departments |
| Manufacturing | Safety training discrimination, supervisory bias | Providing safety instructions only in English |
| Technology | Cultural fit bias, networking exclusion | Excluding minorities from informal advancement opportunities |
Our legal team has extensive experience across all major Torrance industries and can identify discrimination patterns specific to your workplace environment.
Contact our experienced Torrance racial discrimination lawyers to evaluate your case and determine the best legal strategy for your situation.
Proving Racial Discrimination Claims in California
Successful racial discrimination cases require establishing four key elements under California law.
Successful racial discrimination cases require proving four key elements under California law. Victims must show they belong to a protected class, were qualified for their job, suffered an adverse employment action, and can link that action to discriminatory intent.
The burden of proof may shift depending on whether direct or circumstantial evidence is available:
- Direct evidence includes recorded statements, emails, or witness testimony showing explicit racial bias. While powerful, direct evidence is rare, as most employers avoid creating obvious discrimination records.
- Circumstantial evidence builds a case through patterns and comparisons. This includes statistical evidence showing disparate treatment, timing of adverse actions after complaints, and comparative evidence of how similarly situated employees of different races were treated.
āļø Courts analyze circumstantial evidence using the burden-shifting framework established in McDonnell Douglas Corp. v. Green. Employees must first establish a prima facie case, then employers must provide legitimate reasons for their actions, and finally, employees must prove those reasons are pretextual.
Hypothetical Scenario: A Latina manager at a Torrance retail chain receives excellent reviews for three years. After she complains about racist jokes from her supervisor, she suddenly receives negative evaluations and is placed on a performance improvement plan. Meanwhile, white managers with similar performance continue receiving positive reviews and promotions.
Evidence collection strategies include:
- Documentation: Save emails, performance reviews, and company communications showing discriminatory patterns
- Witness statements: Identify colleagues who observed discriminatory treatment or comments
- Comparative analysis: Gather information about how other employees were treated in similar situations
- Expert testimony: Statistical analysis may demonstrate company-wide discrimination patterns
- Timeline creation: Establish connections between protected activity and adverse employment actions
š For detailed guidance on building your case, read our comprehensive resource on how to prove discrimination at work.
Our attorneys guide you through the complex evidence-gathering process and work with expert witnesses to build the strongest possible case for your discrimination claim.
Workplace Harassment Based on Race and Ethnicity
Racial harassment creates hostile work environments that interfere with employees’ ability to perform their jobs effectively. California law recognizes both quid pro quo harassment (demanding racial submission for employment benefits) and hostile environment harassment (pervasive discriminatory conduct affecting work conditions).
Harassment can include verbal, physical, or visual conduct that creates an intimidating, hostile, or offensive work environment. The conduct must be unwelcome and based on the victim’s race, color, ethnicity, or national origin.
Examples of racial harassment include:
- Verbal harassment: Racial slurs, derogatory comments about ethnic characteristics, or jokes targeting racial groups
- Physical harassment: Unwanted touching, blocking movement, or displaying threatening gestures with racial motivations
- Visual harassment: Displaying racist symbols, cartoons, or graffiti in the workplace
- Social harassment: Excluding employees from work-related social activities based on race
- Cyberbullying: Sending racist messages through company communication systems or social media
Employers have a legal duty to prevent and correct harassment once they become aware of it. This includes investigating complaints promptly, taking appropriate corrective action, and preventing retaliation against employees who report harassment.
Our team helps you document harassment incidents properly and holds employers accountable when they fail to maintain discrimination-free workplaces.
If you’re experiencing racial harassment at work, document incidents immediately and contact our Torrance employment attorneys for legal guidance.
Retaliation for Reporting Racial Discrimination
California law strictly prohibits employers from retaliating against employees who report racial discrimination, file complaints, or participate in discrimination investigations. Retaliation can occur even if the underlying discrimination claim is unsuccessful, as long as the employee reasonably believed discrimination occurred.
Protected activities under FEHA include:
- Filing discrimination complaints with the California Civil Rights Department or the EEOC
- Reporting discrimination to supervisors, human resources, or company management
- Participating in workplace discrimination investigations as a witness
- Opposing discriminatory practices or policies within the company
- Supporting colleagues who face racial discrimination
Retaliation takes many forms beyond obvious actions like termination or demotion. Subtle retaliation includes increased scrutiny, isolation from colleagues, assignment changes, or creating hostile work conditions designed to force resignation.
The California Civil Rights Department provides resources for employees facing retaliation and can investigate complaints independently of the underlying discrimination claims.
š” Hypothetical Scenario: An Asian American accountant reports that his supervisor regularly makes jokes about his accent and excludes him from client meetings. After filing an HR complaint, the supervisor begins nitpicking his work, requiring additional approvals for routine tasks, and scheduling important meetings when he’s unavailable. The company claims these changes are “performance-based” despite his previously excellent reviews.
Successful retaliation claims require establishing temporal proximity between protected activity and adverse employment action, plus evidence showing the employer’s stated reasons are pretextual. We help clients document retaliation patterns and develop comprehensive strategies to protect them from further workplace reprisals.
Damages Available in Racial Discrimination Cases
California employment discrimination victims can recover multiple types of damages designed to make them whole and deter future discrimination. FEHA provides broader remedies than federal law, including emotional distress damages and mandatory attorney fee awards for successful plaintiffs.
Economic damages include:
- Back pay: Wages, bonuses, and benefits lost due to discriminatory actions
- Front pay: Future earnings lost if reinstatement is not feasible or appropriate
- Promotion losses: Compensation differences from denied advancement opportunities
- Benefit losses: Health insurance, retirement contributions, and other employment benefits
Non-economic damages address:
- Emotional distress: Mental anguish, humiliation, and psychological harm from discrimination
- Pain and suffering: Physical symptoms resulting from workplace stress and discrimination
- Loss of reputation: Damage to professional standing within the industry
- Quality of life impacts: Broader life effects from discriminatory treatment
Punitive damages may be available when employers act with malice, oppression, or reckless disregard for employee rights. These damages punish wrongful conduct and deter future discrimination.
| Damage Type | California Law | Federal Law | Maximum Limits |
|---|---|---|---|
| Back Pay | Unlimited | Unlimited | No statutory cap |
| Front Pay | Unlimited | Unlimited | No statutory cap |
| Emotional Distress | Available, no cap | Available, capped | $50kā$300k federal cap (none under FEHA) |
| Punitive Damages | Available, no cap | Available, capped | $50kā$300k federal cap (none under FEHA) |
| Attorney Fees | Available, discretionary (often awarded to plaintiffs) | Available, discretionary | Actual reasonable fees |
š For more information about potential compensation, visit our guide on racial discrimination lawsuit settlement amounts.
Our attorneys work diligently to identify and pursue all available damages to ensure you receive full compensation for the harm you’ve suffered due to workplace discrimination.
Filing Deadlines and Legal Procedures
California racial discrimination claims must be filed within three years of the discriminatory act under FEHA. However, employees must still file administrative complaints before pursuing court litigation.
The legal process typically involves:
- Administrative filing: Submit complaints to the California Civil Rights Department (CRD) within three years.
- Investigation or right-to-sue: CRD may investigate and attempt to resolve claims through mediation, or you can request an immediate right-to-sue letter to take your case directly to court.
- Court litigation: With a right-to-sue notice, employees can pursue damages and remedies in the California Superior Court.
Federal claims under Title VII have shorter deadlines than California law, generally requiring complaints to be filed with the Equal Employment Opportunity Commission (EEOC) within 180 days. In California, this window extends to 300 days, and filings are often automatically shared with the California Civil Rights Department through worksharing agreements.
āļø For step-by-step guidance on the litigation process, explore our detailed guide on how to sue a company for discrimination.
Hypothetical Scenario: A Black warehouse supervisor in Torrance faces constant racial harassment from coworkers and management. He reports the harassment multiple times to HR, but the company takes no action. After being demoted following his complaints, he realizes he needs legal help. Because California’s three-year filing deadline provides more time than federal law, he can still pursue both state and federal claims even if significant time has passed.
Our legal team handles all administrative filings and court deadlines, ensuring your case proceeds smoothly through each stage of the legal process while keeping you informed every step of the way.
Don’t wait to protect your rights – contact our Torrance racial discrimination attorneys today to discuss your legal options and ensure compliance with all filing deadlines.
Why Choose Feher Law for Your Racial Discrimination Case
Our team combines extensive legal expertise with genuine empathy for clients facing workplace discrimination and harassment.
Our approach centers on thorough case preparation, aggressive advocacy, and securing maximum compensation for our clients. We recognize that racial discrimination affects not just your career but your entire life and your family’s well-being.
Our qualifications include:
- Extensive trial experience: We take cases to trial when necessary and have secured over $100 million in recoveries
- FEHA expertise: Deep knowledge of California employment law and recent legal developments
- Client-focused representation: We treat every client as family and provide personalized attention throughout the legal process
- No upfront costs: We work on contingency, meaning you pay nothing unless we win your case
- Proven results: Significant settlements and verdicts in complex employment discrimination cases
The legal team at Feher Law has been recognized in Southern California Super Lawyers, Rising Stars, and other prestigious awards for excellence in employment law representation.
Client relationships often extend several years, especially in complex employment cases. We become an extension of your family, providing support and guidance throughout the legal process. Our team is carefully selected for both legal expertise and the ability to serve clients with empathy and compassion.
We differ from other firms by:
- Full-service capability: We handle cases from initial complaint through trial and appeal if necessary
- Community involvement: We actively support Los Angeles area organizations and give back to our communities
- Transparent communication: We explain complex legal issues in plain language and keep clients informed
- Comprehensive support: We handle all aspects of your case so you can focus on your life and recovery
Our experienced attorneys provide the strategic guidance and dedicated advocacy you need to achieve justice in your racial discrimination case.
Services We Offer
Our expert discrimination lawyers cover a wide range of workplace matters, including:
How We Can Guide You Through Your Racial Discrimination Case
Facing workplace discrimination is overwhelming, but you don’t have to navigate the legal system alone. Our experienced attorneys provide comprehensive guidance from the initial consultation through final resolution, ensuring your rights are protected and your voice is heard throughout the process.
We begin by thoroughly evaluating your situation, gathering evidence, and developing a strategic approach tailored to your specific circumstances. Our team handles all legal deadlines, administrative filings, and court proceedings while you focus on your career and personal well-being.
We’re committed to achieving the best possible outcome while treating you with the dignity and respect you deserve.
Contact Feher Law today at (866) 646-6676 for a free consultation about your racial discrimination case, or schedule your consultation online to begin protecting your rights.
GET A FREE CONSULTATION
Our team is standing by and ready to assist you. Consultations are completely free and confidential. We will help you determine if you have a case.
- Over $100 Million Recovered For Clients
- No Fees Unless We Win
- We Fight for Maximum Compensation
- Get The Justice You Deserve
"*" indicates required fields
FAQs
What evidence do I need to prove racial discrimination happened at my Torrance workplace?
You'll need documentation like emails showing discriminatory treatment, witness statements from colleagues, performance reviews, and comparative evidence showing different treatment of similarly situated employees. Screenshots, recorded conversations (where legal), and any company communications referencing your race or ethnicity strengthen your case significantly.
How much does it cost to hire a Torrance racial discrimination lawyer?
Most employment discrimination attorneys work on contingency, meaning you pay nothing up front and only pay if you win. Under California's FEHA, successful plaintiffs can recover attorney fees from the employer, making quality legal representation accessible regardless of your financial situation.
Can my employer fire me for filing a racial discrimination complaint in California?
No, firing you for reporting discrimination is illegal retaliation under both California and federal law. If your employer terminates, demotes, or creates hostile conditions after you file a complaint, you may have additional retaliation claims with separate damages beyond your original discrimination case.
How long do I have to file a racial discrimination lawsuit in Torrance?
You have three years from the date of discrimination to file with the California Civil Rights Department under FEHA. Federal claims must be filed within 300 days with the EEOC. Acting quickly preserves evidence and witness memories while ensuring you meet all legal deadlines.
What should I do if HR says my racial discrimination complaint is "unfounded"?
An employer's internal investigation dismissing your complaint doesn't prevent you from pursuing legal action. HR departments often protect company interests over employee rights. Document their response, continue gathering evidence, and consult with an experienced discrimination attorney who can properly evaluate your case's legal merits.
