Articles Tagged with Los Angeles discrimination lawyer

There are many aspects of the COVID-19 pandemic’s impact that are unprecedented in modern history. One thing that isn’t so new is the tendency for people to seek a scapegoat. During the Black Plague of the 1300s, many blamed Jews. When cholera broke out in the U.S. during the 1800s, ire turned to immigrants of Irish descent. When an epidemic of polio was spreading across the U.S., many pointed the finger at Italian immigrants. With the novel coronavirus, the scapegoat has become people of Asian descent.Los Angeles racial discrimination lawyer

COVID-19 is believed to have originated in China, and unfortunately this has resulted in discrimination and even aggression against those with physical attributes typically attributed to people from Asia.

Los Angeles racial discrimination attorneys know there are already reports of bullying and harassment against Asian and Asian American workers. We’re are anticipating more will be reported in the weeks and months ahead. Apparently so does the Equal Employment Opportunity Commission (EEOC), which recently indicated it would be specifically tracking COVID-19-related claims. This will help create more than just anecdotal evidence of the trend. Continue Reading ›

A woman who served as chief of police in Baldwin Park, about 20 minutes outside of Los Angeles, has been awarded $7 million in a California race and gender discrimination employment lawsuit filed five years ago. The case was among the few gender discrimination claims in California to actually go to a jury trial.

Gender Discrimination in Police Departments

Federal law prohibits harassment on the basis of a person’s gender. This includes sexual harassment, of course, but also harassing a woman or making comments about females generally, as noted by the Equal Employment Opportunity Commission. Individuals of either gender can be either victim or harasser, and those involved can be supervisors, co-workers or clients/customers. gender discrimination lawyer Los Angeles

Although the law doesn’t bar “simple teasing,” isolated incidents of minimal seriousness and offhand comments, it’s illegal when it’s so severe or frequent that it creates an offensive and hostile work environment OR when the result is an adverse employment action, such as demotion or termination. Continue Reading ›

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