What Legal Steps Can I Take if I’m Discriminated Against at Work in California?
If you’re experiencing workplace discrimination in California, you have multiple legal avenues available. Both state and federal laws protect employees from discriminatory behavior, offering remedies including compensation, reinstatement, and policy changes. The Fair Employment and Housing Act (FEHA) provides some of the strongest worker protections in the nation.
At Feher Law, we understand the profound impact discrimination has on your life and livelihood. Our approach centers on genuine empathy for our clients, striving to walk in their shoes and become their voice in their most challenging times. Our track record demonstrates our commitment to holding employers accountable:
- $1,400,000: Employment – Wrongful Termination – Los Angeles Settlement
- $1,000,000: Wrongful Termination – Los Angeles Settlement
We do everything in our power to achieve justice and recover maximum compensation for our clients. We do not charge unless we win.
Speak with a Huntington Beach workplace discrimination lawyer today to protect your rights and explore your legal options.
An Overview of Workplace Discrimination in California
Workplace discrimination occurs when an employer treats an employee unfairly based on a protected characteristic. This illegal conduct often manifests subtly, making it challenging for victims to recognize initially. Discrimination can happen at any stage of employment, from hiring and promotion decisions to daily workplace interactions and termination.
📌 Recent data from the California Civil Rights Department shows that thousands of discrimination complaints are filed annually, with many cases resulting in significant settlements for victims. Understanding your rights under both state and federal law is vital for protecting yourself in the workplace.
California’s comprehensive anti-discrimination framework goes beyond federal protections, covering additional characteristics and providing stronger remedies for victims. The state’s commitment to equal employment opportunity makes it one of the most employee-friendly jurisdictions in the United States.
Protected Characteristics Under California Law
The Fair Employment and Housing Act protects employees from discrimination based on numerous characteristics. These protections apply to employers with five or more employees for most categories:
- Race and Color: Protection against discrimination based on racial identity, skin color, or ethnic appearance. This includes discrimination against individuals of mixed race or those perceived to belong to a particular racial group.
- National Origin and Ancestry: Coverage for discrimination based on country of origin, accent, or ancestral background. This protection extends to language-related discrimination in many circumstances.
- Religion: Protection for religious beliefs, practices, and observances. Employers must provide reasonable accommodations for religious practices unless it creates undue hardship.
- Age (40 and over): The Age Discrimination in Employment Act and California law protect workers from discrimination based on age. This includes stereotypes about older workers’ abilities or technology skills.
- Disability (Physical and Mental): Comprehensive protection for individuals with physical or mental impairments. Employers must engage in an interactive process to provide reasonable accommodations.
- Sex and Gender: Protection against discrimination based on biological sex, gender identity, and gender expression. This includes protection for transgender employees and those who don’t conform to gender stereotypes.
- Sexual Orientation: California law explicitly protects LGBTQ+ employees from discrimination. This protection covers actual or perceived sexual orientation.
- Pregnancy and Related Conditions: Protection for pregnant employees, including those experiencing pregnancy-related medical conditions. This includes protection for breastfeeding and pumping milk.
- Medical Condition: Coverage for genetic characteristics and certain medical conditions. This protection is broader than federal disability laws.
- Marital Status: Protection against discrimination based on marriage, divorce, separation, or single status. This includes protection for domestic partnerships.
- Military and Veteran Status: Protection for current and former military service members. This includes protection for deployment-related absences and military obligations.
Common Signs You're Being Discriminated Against
Recognizing discrimination requires careful attention to patterns of behavior rather than isolated incidents. These warning signs often emerge gradually as employers attempt to mask their discriminatory intent:
- Sudden Performance Issues: Previously satisfactory evaluations suddenly become negative after revealing a protected characteristic. Management begins documenting minor issues that were previously overlooked or considered acceptable.
- Exclusion from Opportunities: Being passed over for promotions, training, or desirable assignments despite qualifications. Others with similar or lesser qualifications receive these opportunities instead.
- Differential Treatment: Noticing that colleagues with different protected characteristics receive preferential treatment. This includes different enforcement of workplace rules or policies.
- Hostile Comments or Jokes: Experiencing or witnessing inappropriate comments about protected characteristics. Even if presented as humor, these comments can create a discriminatory environment.
- Isolation and Exclusion: Being left out of meetings, social events, or informal communications. This isolation often coincides with revealing a protected characteristic or filing a complaint.
- Retaliation for Complaints: Facing negative consequences after reporting discrimination or supporting a colleague’s complaint. This can include schedule changes, assignment modifications, or increased scrutiny.
💡 Hypothetical Scenario: An employee with 15 years of excellent performance reviews suddenly receives criticism after returning from medical leave for cancer treatment. Their supervisor begins documenting minor tardiness issues and questions their ability to handle their usual workload, despite medical clearance to return to full duties.
Immediate Steps to Take When You Suspect Discrimination
Taking prompt action when you suspect discrimination is vital for protecting your rights and building a strong case. These steps should be followed systematically to preserve evidence and establish a timeline, even if you are still debating ‘is it worth suing your employer?’:
- Document Everything Immediately: Start keeping detailed records of all discriminatory incidents, including dates, times, witnesses, and exact words used. Save all relevant emails, text messages, and documents in a secure location outside of your work systems.
- Preserve Digital Evidence: Take screenshots of discriminatory messages, emails, or social media posts before they can be deleted. Create backup copies of your work emails and any relevant company documents you have legitimate access to.
- Report Internally When Safe: If your company has an anti-discrimination policy and HR department, file a complaint in writing. Keep copies of all correspondence and document any verbal conversations that follow your complaint.
- Gather Witness Information: Identify colleagues who witnessed discriminatory behavior or can testify about your work performance. Collect their contact information discreetly, understanding that they may face retaliation risks.
- Seek Medical Attention if Needed: If discrimination has affected your physical or mental health, seek appropriate medical care. Medical records can serve as important evidence of the discrimination’s impact on your well-being.
- Consult with an Attorney: Contact our qualified employment law attorney as soon as possible to understand your options and ensure you meet all filing deadlines. Many attorneys offer free consultations for discrimination cases.
Documenting Discrimination Evidence
Effective documentation forms the foundation of any successful discrimination claim. The quality and comprehensiveness of your evidence often determine whether you can prove your case and recover meaningful damages.
Start documenting from the moment you suspect discrimination, not when you decide to take legal action. Create a chronological log of events, including both significant incidents and seemingly minor interactions that contribute to a pattern of discriminatory behavior.
Direct Evidence vs. Circumstantial Evidence
Direct evidence explicitly shows discriminatory intent, such as an email stating, “We don’t promote women to management positions.” While powerful, direct evidence is rare because most employers understand the legal risks of explicit discrimination.
Circumstantial evidence creates an inference of discrimination through patterns of behavior, statistical disparities, or temporal proximity between protected activity and adverse action. Most discrimination cases rely heavily on circumstantial evidence to prove their claims.
💡 Evidence Collection Best Practices:
| Evidence Type | What to Document | Storage Method | Legal Significance |
|---|---|---|---|
| Written Communications | Emails, texts, memos, performance reviews | Screenshot + backup to personal device | Direct proof of discriminatory statements or pretextual reasons |
| Witness Statements | Names, contact info, what they observed | Secure personal notes | Corroborates your account of events |
| Performance Records | Reviews, awards, commendations, training records | Personal copies of originals | Establishes work quality before discrimination |
| Company Policies | Employee handbook, discrimination policies | Personal copies | Shows employer knowledge of legal requirements |
| Medical Records | Treatment for stress, anxiety, depression | Secure personal files | Demonstrates impact of discrimination |
| Comparative Evidence | How others were treated differently | Detailed observations | Establishes disparate treatment patterns |
Keep all documentation in a secure location outside your workplace, such as a personal email account or cloud storage service. Never use company systems to store evidence, as employers can monitor and delete these files.
⚠️ Remember that accessing confidential company information without authorization can create legal issues for you. Only document information you legitimately have access to or that is publicly available.
Reporting to Your Employer First
California law generally requires you to allow your employer to address discrimination before pursuing external remedies. This internal reporting requirement serves multiple purposes: it allows employers to correct problems, establishes notice of discrimination, and preserves your legal rights.
Most companies have established procedures for handling discrimination complaints, typically outlined in employee handbooks or HR policies. Following these procedures demonstrates good faith and protects you from claims that you failed to use available internal remedies.
When filing an internal complaint, always submit it in writing and keep copies of all correspondence. Request a written response to your complaint and document any verbal communications that follow. Be specific about the discriminatory behavior, including dates, witnesses, and the protected characteristic involved.
California labor law requires employers to investigate discrimination complaints promptly and take appropriate corrective action. If your employer fails to investigate or takes inadequate action, this failure can strengthen your legal case and may constitute additional evidence of discrimination.
Call our team or reach out online to connect with a Torrance workplace discrimination lawyer ready to fight for fair treatment.
Filing Complaints with Government Agencies
California uses a dual-track system for discrimination complaints, allowing filings with either the state agency (California Civil Rights Department) or the federal agency (Equal Employment Opportunity Commission). Both agencies have worksharing agreements, so a complaint filed with one is usually cross-filed with the other.
The California Civil Rights Department enforces state law, which often provides broader protections than federal law. The EEOC enforces federal law and has different deadlines and remedies. Which path offers the best outcome depends on the facts of your case, the type of discrimination alleged, and the remedies you are seeking.
Our lawyers evaluate these factors and decide with you which agency filing will give you the strongest position for settlement or litigation. Local resources such as the California Department of Industrial Relations may also come into play if wage or leave issues are connected to your discrimination claim.
California Civil Rights Department (CRD) Process
The CRD process begins with filing a pre-complaint inquiry, which can be completed online, by phone, or in person. This initial step helps determine whether your situation falls within the agency’s jurisdiction:
- Pre-Complaint Inquiry: Submit basic information about your discrimination complaint through the California Civil Rights System (CCRS) online portal. A CRD representative will contact you within 60 days to discuss your situation.
- Intake Interview: During this interview, you’ll provide detailed information about the discriminatory conduct. The representative will determine whether to accept your complaint for investigation.
- Formal Complaint Filing: If accepted, CRD will prepare a formal complaint for your signature. This complaint is then served on your employer, officially beginning the legal process.
- Employer Response: Your employer has 30 days to respond to the complaint with their version of events. CRD reviews this response to determine next steps.
- Investigation Process: CRD conducts a thorough investigation, which may include interviews with witnesses, document review, and on-site visits. This process can take up to one year.
- Resolution Options: Cases can resolve through mediation, settlement negotiations, or a finding of cause or no cause. If CRD finds cause, they may file a lawsuit on your behalf.
Federal EEOC Process
The Equal Employment Opportunity Commission process differs from the state process in several important ways, particularly regarding deadlines and covered employers. Federal law may provide different remedies or apply to situations not covered by state law:
- Charge Filing: File a discrimination charge within 300 days of the discriminatory act. California’s worksharing agreement with the EEOC extends the federal deadline from 180 to 300 days.
- Initial Assessment: The EEOC determines whether your charge states a valid claim under federal law. Charges that don’t meet federal requirements may be dismissed without investigation.
- Investigation: The EEOC conducts its investigation, which may include requests for information from your employer, witness interviews, and document review. This process typically takes 6-10 months.
- Determination: The EEOC issues either a “cause” finding (discrimination likely occurred) or a “no cause” finding. Regardless of the finding, you receive a “right to sue” letter.
- Conciliation: If the EEOC finds cause, they attempt to resolve the case through conciliation with your employer. If conciliation fails, the EEOC may file a lawsuit or issue a right-to-sue letter.
- Private Lawsuit: With a right to sue letter, you generally have one year to file a lawsuit in a California state court or 90 days to file in federal court. These deadlines are strict and cannot be extended.
⚖️ Hypothetical Scenario: An employee experiences age discrimination from a supervisor who frequently makes comments about “old dogs” and “making room for fresh blood.” The employee files with the EEOC because their company has only 12 employees, making them ineligible for FEHA protection (which requires 15+ employees for age discrimination), but covered under federal law.
Understanding Deadlines and Time Limits
Meeting filing deadlines is critical to preserving your legal rights. Missing these strict deadlines can forever bar your claims, regardless of how strong your case may be.
For California Civil Rights Department complaints, you generally have three years from the date of the discriminatory act to file your pre-complaint inquiry. However, there are exceptions to this deadline, such as when you didn’t discover the discrimination until later.
Federal Equal Employment Opportunity Commission charges must be filed within 300 days of the discriminatory act in California due to the state’s worksharing agreement. Without this agreement, the federal deadline would be only 180 days.
After receiving a right-to-sue notice from either agency, you generally have one year to file a lawsuit in California state court. Federal court lawsuits must be filed within 90 days of receiving an EEOC right-to-sue letter.
| Filing Deadline | CRD (State) | EEOC (Federal) | Court Lawsuit |
|---|---|---|---|
| Initial Complaint | 3 years from incident | 300 days from incident | N/A |
| Right to Sue Filing | 1 year after notice | 90 days after notice (federal court) | N/A |
| Investigation Period | Up to 1 year | Typically 6–10 months | N/A |
| Appeal Deadline | 30 days from decision | 30 days from decision | Varies by court |
Building Your Discrimination Case
Building a strong discrimination case requires understanding the legal standards courts apply and the evidence needed to meet your burden of proof. In discrimination cases, you must generally prove that discrimination was a motivating factor in the adverse employment action, not necessarily the only factor.
California courts apply the “McDonnell Douglas” burden-shifting framework in discrimination cases. Under this framework, you must first establish a “prima facie” case of discrimination by showing: (1) you belong to a protected class, (2) you were qualified for the position or performing satisfactorily, (3) you suffered an adverse employment action, and (4) circumstances suggest discrimination.
Once you establish a prima facie case, the burden shifts to your employer to provide a legitimate, non-discriminatory reason for their action. If they meet this burden, you must then prove that their stated reason is pretextual, a cover-up for the real discriminatory motive.
California courts also recognize “mixed motive” cases under FEHA, where discrimination is one of several factors in an employment decision. In these cases, you may recover damages even if other legitimate factors also influenced the decision.
📌 At Feher Law, our lawyers know how to apply these legal standards to real-world cases and build the strongest possible claims for our clients. We investigate thoroughly, gather the evidence needed to meet each stage of the burden of proof, and challenge employers’ defenses when they try to disguise discrimination as a legitimate business decision.
Whether your case involves a single unlawful motive or a mixed-motive situation under FEHA, our team is prepared to fight for the compensation and accountability you deserve.
Types of Evidence That Strengthen Your Case
Strong evidence can make the difference between winning and losing your discrimination case. Understanding what types of evidence courts find most persuasive helps you build the strongest possible case:
- Comparative Evidence: Showing that similarly situated employees outside your protected class received better treatment. This evidence is particularly powerful when the comparisons involve identical or similar circumstances.
- Temporal Proximity: Demonstrating that adverse action occurred shortly after engaging in protected activity, such as filing a complaint or revealing a protected characteristic. Close timing can establish the causal connection needed to prove discrimination.
- Pattern Evidence: Documenting a history of discriminatory comments, actions, or decisions by the same supervisor or company. Patterns show discriminatory intent more clearly than isolated incidents.
- Statistical Evidence: Analyzing company data to show disparities in hiring, promotion, or discipline based on protected characteristics. Statistical analysis can reveal discrimination even when individual incidents seem neutral.
- Performance Evidence: Documenting your positive work history, performance reviews, and achievements to rebut employer claims of poor performance. This evidence shows that negative actions were pretextual rather than merit-based.
- Medical Evidence: When discrimination affects your health, medical records document the impact and support emotional distress damage claims. Mental health treatment records are particularly important in hostile work environment cases.
Working with Witnesses and Co-workers
Witness testimony often provides vital evidence in discrimination cases, particularly when direct evidence is unavailable. However, approaching potential witnesses requires sensitivity and strategic thinking, as they may face retaliation for supporting your case.
Identify witnesses who observed discriminatory conduct, can testify about your work performance, or know about how others were treated differently. Consider both current and former employees, as former employees may be more willing to testify without fear of retaliation.
📌 When approaching potential witnesses, be honest about the legal process and potential risks they face. California law prohibits retaliation against witnesses in discrimination cases, but enforcement of these protections can be challenging.
Document witness information carefully, including their names, contact information, what they observed, and when. Provide this information to your attorney, who can properly interview witnesses and assess their potential testimony.
Resources like UC Berkeley employee rights information provide examples of comprehensive anti-retaliation policies that protect witnesses in discrimination cases.
Legal Remedies and Damages Available
California law offers remedies that help victims recover their losses and hold employers accountable so the same conduct doesn’t happen again. Understanding available remedies helps you assess the potential value of your case and make informed decisions about pursuing legal action.
Remedies fall into three main categories: economic damages (compensating for financial losses), non-economic damages (addressing intangible harms), and equitable relief (requiring specific actions by the employer). California law also allows punitive damages in cases involving malicious or egregious conduct.
✔️ Discrimination settlements and verdicts in California can range from thousands to millions of dollars, depending on factors such as the severity of discrimination, economic impact, and strength of evidence. Our firm has successfully recovered substantial compensation for discrimination victims across various industries and circumstances.
Types of Damages You Can Recover
The damages available in your case depend on several factors, including the type of discrimination, the employer’s conduct, and the impact on your life and career:
- Back Pay and Front Pay: Compensation for lost wages from the discriminatory action to trial, plus future lost earnings if you cannot return to your position. This includes lost benefits, bonuses, and advancement opportunities.
- Emotional Distress Damages: Compensation for psychological harm caused by discrimination. California recognizes that discrimination causes significant emotional trauma deserving of monetary compensation.
- Punitive Damages: Additional damages designed to punish egregious conduct and deter future violations. These damages can be substantial in cases involving malicious or reckless discrimination.
- Attorney’s Fees and Costs: California law allows successful plaintiffs to recover attorney’s fees and litigation costs. This provision ensures that employees can obtain quality legal representation regardless of their financial situation.
- Medical Expenses: Reimbursement for medical treatment related to discrimination-induced stress, anxiety, depression, or other health conditions. This includes ongoing therapy and psychiatric care.
- Loss of Benefits: Compensation for lost health insurance, retirement contributions, stock options, and other employment benefits. This calculation can be complex and may require expert testimony.
| Damage Type | Calculation Method | Typical Range | Evidence Required |
|---|---|---|---|
| Back Pay | Lost wages from incident to resolution | $15,000 – $500,000+ | Pay stubs, employment records, tax returns |
| Front Pay | Future lost earnings capacity | $25,000 – $1,000,000+ | Expert economic testimony, career trajectory |
| Emotional Distress | Subjective based on severity and duration | $20,000 – $300,000+ | Medical records, therapy records, testimony |
| Punitive Damages | Based on employer’s conduct and finances | $15,000 – $1,000,000+ | Evidence of malicious or reckless behavior |
Reinstatement and Policy Changes
Non-monetary remedies can be equally important as financial compensation, particularly when you want to continue working for the same employer. These remedies focus on restoring your position and preventing future discrimination.
Reinstatement to your former position (or a comparable position) addresses the employment disruption caused by discrimination. Courts may order reinstatement even when the employment relationship has become strained, recognizing that discrimination victims shouldn’t bear the cost of their employer’s illegal conduct.
Policy changes and training requirements can prevent future discrimination and create a better workplace environment. Courts may order employers to revise their policies, provide discrimination training, or implement new complaint procedures.
💡 Hypothetical Scenario: Following a successful discrimination lawsuit, a company agrees to revise its promotion policies to ensure objective criteria, provide mandatory bias training for all managers, and establish an independent ombudsman for discrimination complaints. These changes benefit all employees and demonstrate the broader impact of individual discrimination cases.
If you are facing unfair treatment on the job, our discrimination lawyers in California can provide a free consultation to help you understand your next steps.
Protection Against Retaliation
California provides strong protection against retaliation for employees who oppose discrimination or participate in discrimination proceedings. Government Code Section 12940(h) makes it unlawful to discriminate against any person because they opposed discriminatory practices or participated in discrimination proceedings.
⚖️ Retaliation can take many forms, including termination, demotion, schedule changes, assignment modifications, or creating a hostile work environment. The law protects not only formal complaints but also informal objections to discriminatory conduct.
To prove retaliation, you must show: (1) you engaged in protected activity, (2) you suffered an adverse employment action, and (3) there was a causal connection between the protected activity and adverse action. Temporal proximity between your complaint and the adverse action can establish this causal connection.
California courts recognize that retaliation claims may be easier to prove than underlying discrimination claims, as the timing of adverse action often provides strong circumstantial evidence of retaliatory motive. We have successfully represented clients who faced retaliation for standing up against discriminatory practices, securing compensation for both the original discrimination and the subsequent retaliation.
Protecting Your Mental Health During the Process
Discrimination and the legal process that follows can take a significant emotional toll. Recognizing this impact and taking steps to protect your mental health is important for both your well-being and the strength of your legal case.
Consider seeking support from mental health professionals who understand workplace trauma. Many therapists specialize in employment-related stress and can provide valuable coping strategies. Document any mental health treatment, as it may be relevant to your damages claim.
Connect with support groups for discrimination victims or professional organizations related to your protected characteristic. These groups provide emotional support and practical advice from others who have faced similar challenges.
California offers numerous mental health resources, including California Department of Health Care Services programs and UCLA Counseling and Psychological Services that may be available to community members.
📌 We care deeply about our clients’ overall well-being and understand that legal victories mean little if our clients haven’t healed from the trauma they experienced. Our commitment extends beyond achieving favorable legal outcomes to ensuring our clients receive the support they need throughout their recovery process.
When to Hire an Employment Attorney
Recognizing when you need legal representation can make the difference between a successful case and a missed opportunity for justice. While you can handle some aspects of the discrimination complaint process alone, complex legal issues often require professional assistance.
Contact our attorney immediately if you face termination, demotion, or other severe adverse action. These situations require a prompt legal response to preserve evidence and protect your rights. Similarly, if your employer has significant resources or experienced legal counsel, you need equally skilled representation.
Consider legal consultation if your internal complaint receives no response or an inadequate response from your employer. Our attorney can assess whether your employer’s response meets legal requirements and advise you on the next steps.
Our successful track record includes cases where early legal intervention prevented further discrimination and secured favorable outcomes for our clients. We understand the emotional and financial stress discrimination causes and work to resolve cases efficiently while maximizing recovery.
How Employment Attorneys Can Help
When considering ‘can I sue my employer for unfair treatment?’, our experienced team provides comprehensive legal services designed to give you the best chance of success while minimizing the disruption to your life:
- Case Evaluation and Strategy Development: We thoroughly analyze your situation to identify the strongest legal claims and develop a strategic approach tailored to your specific circumstances and goals.
- Evidence Preservation and Investigation: Our team knows how to gather and preserve important evidence, conduct witness interviews, and uncover documentation that strengthens your case beyond what you can accomplish alone.
- Agency Representation: We handle all communications with the CRD, EEOC, and other agencies, ensuring your complaint is properly filed and aggressively pursued through the administrative process.
- Settlement Negotiation: Our attorneys have extensive experience negotiating discrimination settlements and know how to maximize your recovery while avoiding lengthy litigation when possible.
- Trial Advocacy: When settlement isn’t possible, we provide skilled courtroom representation with a track record of successful verdicts and appeals in discrimination cases.
- Ongoing Support: We understand that discrimination cases involve more than legal issues and provide compassionate support throughout the process while connecting you with additional resources as needed.
Questions to Ask a Potential Attorney
When choosing legal representation for your discrimination case, asking the right questions helps ensure you select an attorney who can effectively handle your matter:
- Experience and Track Record: How many discrimination cases have you handled? What were the outcomes? Do you have experience with cases similar to mine involving the same type of discrimination or industry?
- Fee Structure and Costs: Do you work on contingency? What percentage do you charge? What additional costs should I expect? Can you recover attorney’s fees from the employer if we win?
- Case Assessment: What are the strengths and weaknesses of my case? What evidence do we need to gather? What are realistic expectations for the timeline and outcome?
- Communication and Updates: How often will you update me on case progress? Who will I primarily work with on my case? How quickly do you respond to client questions?
- Trial Experience: Are you prepared to take my case to trial if necessary? Have you tried discrimination cases before a jury? What is your success rate at trial?
- Resources and Support: What resources do you have to investigate my case thoroughly? Do you work with expert witnesses? Can you refer me to counseling or other support services if needed?
Take Action Today - Your Rights Matter
Time is critical in discrimination cases due to strict filing deadlines and the need to preserve evidence. California law generally provides three years from the date of discrimination to file a complaint with the CRD, while federal law allows 300 days for EEOC charges. These deadlines are strict, and missing them can forever bar your claims.
Every day you wait allows evidence to disappear, memories to fade, and witnesses to become unavailable. Your employer may also destroy routine business records that could support your case. Taking prompt action protects your legal rights and maximizes your chances of success.
You don’t have to face discrimination alone. California’s strong anti-discrimination laws exist to protect workers like you, and our experienced legal team is here to ensure those protections have real meaning. We work on a contingency fee basis, meaning you pay no attorney’s fees unless we win your case.
Our vision is rooted in empathy and integrity, and we believe everyone deserves justice delivered with compassion and professionalism. When you hire us, we’ll be with you throughout. We are full-service because we understand how challenging of a position our clients are already in, so we do everything we can to simplify the process and take on as much of the burden as possible.
Call us today at (310) 340-1112 or reach out through our contact form to discuss your workplace discrimination case and learn how we can help.
Frequently Asked Questions
What's the difference between filing with CRD versus going straight to court?
You must exhaust administrative remedies before filing a lawsuit, meaning you need to file with either CRD or the EEOC first. However, you can request an immediate “right to sue” notice and skip the investigation process. This approach is only recommended if you have an attorney, as you lose the opportunity for a free government investigation and potential agency litigation support.
Can my employer legally ask about my protected characteristics during interviews?
Generally no. Employers cannot ask about most protected characteristics during interviews, including age, marital status, pregnancy plans, religious beliefs, or disability status. They can only ask if you can perform essential job functions with or without reasonable accommodation. Pre-employment medical exams are only allowed after a conditional job offer.
What if I signed an arbitration agreement - can I still sue in court?
Arbitration agreements may require you to resolve disputes through private arbitration rather than court litigation. However, these agreements don’t prevent you from filing complaints with government agencies like CRD or the EEOC. Some arbitration agreements may be unenforceable if they’re unconscionable or prevent you from exercising statutory rights.
How long does the entire discrimination case process typically take?
Timeline varies significantly based on complexity and chosen course of action. Administrative investigations typically take 8-12 months. If you proceed to court after receiving a right-to-sue notice, litigation can take 1-3 years. Settlement negotiations can resolve cases much faster, sometimes within months of filing. Early attorney involvement often speeds the overall process.
Can I be fired for filing a discrimination complaint while my case is pending?
No, firing you for filing a discrimination complaint constitutes illegal retaliation. However, employers may still terminate you for legitimate, non-retaliatory reasons unrelated to your complaint. Document any changes in treatment after filing your complaint, as this evidence can prove retaliation and strengthen your case significantly.
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