Rubin Law Corporation - Los Angeles

Services

• Disability and Family Medical Leave Discrimination

  Often employers believe that 12 weeks is a ceiling on medical leave. In California, it is often merely a floor, if you have a medical impairment that limits a major life activity. At the Rubin Law Corporation, we can help you to know what your employer should know but often does not. Visit our website for more information: http://www.stevenrubinlaw.com/PracticeAreas/Disability-Discrimination.asp or call 866 936 3162.

  Link: Disability and Family Medical Leave Discrimination

• Whistleblowers

  Have you reported unlawful activity to your supervisors only later to be fired for your troubles? Have you resisted engaging in unlawful behavior and been fired as a result? Have you reported corporate fraud or wrongdoing and then been ostracized and demoted? Your employer can be held to account. Additionally there are special laws to protect health care workers (e.g., nurses) and medical doctors who blow the whistle on unsafe patient care. There are major federal and state laws against retaliation by your employer. Don' t be a victim of unfair and unlawful treatment. Know your rights and contact us today at 1 866 936 3162 ! Check out these issues at http://www.stevenrubinlaw.com/PracticeAreas/State-Federal-Whistleblower-Laws.asp

  Link: Whistleblowers

• Sexual Harassment

  Have you been exposed to a hostile work environment based on sex characterized by: Unwanted sexual advances Offering employment in exchange for sexual favors Making threats after a negative response to sexual advances Making sexual gestures Displaying suggestive objects, pictures, cartoons, or posters Making derogatory comments, slurs, and jokes, including behavior that constitutes gender discrimination Making verbal sexual advances or propositions Threatening verbal abuse of a sexual nature Leering, impeding or blocking movements, touching Workplace harassment or hostile treatment of female workers because of their gender If you are or have been subjected to this type of abuse, we can help. Call us today at 866 936 3162 or check out the information here: http://www.stevenrubinlaw.com/PracticeAreas/Sexual-Harassment.asp

  Link: Sexual Harassment

• Age Discrimination

  Have you been terminated or demoted on account of your age? Were you fired and replaced by a younger worker even though you were competent at your job? Have you been unfairly selected for "lay off" because of your age while younger workers in the same position were untouched? Have supervisors and co-workers made unfair remarks about your age in evaluating your performance or your contributions to the workplace or simply as a point of ridicule? It is against the law to discriminate on the basis of age. Call us today at 866 936 3162. Check out our website here: http://www.stevenrubinlaw.com/PracticeAreas/Age-Discrimination.asp

  Link: Age Discrimination

• Wrongful Termination

  Have you been wrongfully terminated? Have you been terminated or demoted in violation of public policy? A good start is to examine the list below: Wrongful Termination Claims In California, a wrongful termination claim can be made if an employer, in firing an employee, violates public policy. Examples include: • Firing an employee for reasons of discrimination based on race, gender, disability, ethnicity and so forth; • Firing an employee in violation of family medical leave laws such as FMLA or CFRA; • Firing an employee for protesting unsafe working conditions; • Firing an employee for reporting that other employees are not being paid overtime or other wages due; • • Firing an employee who discusses wages with coworkers; • • Firing an employee for reporting misappropriation of public funds; • • Firing an employee who reports improper practices affecting the public at large: “Public” policy may be violated by retaliating against an employee for internal disclosure of “illegal, unethical or unsafe practices” which affect the public at large, not merely the employer; • Firing an employee who reports unlawful or unethical practices internally to management (See Labor Code 1102.5); • Refusing to sign covenant not to compete: Firing a worker for refusing to sign a noncompetition agreement has been held to violate the fundamental public policy expressed in Bus. & Prof.C. § 16600 • Firing an employee for breaching a non-competition agreement with a former employer (violates public policy of favoring open competition and employee mobility) • Firing an employee for refusing to sign a release document, releasing the employer from liability for future fraud and intentional acts; • Firing an employee for refusing to take a random drug test (this is split in case authority) WRONGFUL TERMINATION BASED ON THE LABOR CODE • Jury duty: The Labor Code prohibits discrimination or discharge based on an employee's performing jury service (after reasonable notice to the employer). Testimony: The Labor Code prohibits discrimination or discharge based on an employee's taking time off (after reasonable notice to the employer) to appear in court as a witness • Domestic violence complaint The Labor Code prohibits discrimination against a domestic violence victim who takes time off to seek judicial relief. Unless reasonable notice is given in advance, the employee must, within a reasonable time after the court appearance, provide the employer with certification (in the form of a police report, court order, documentation from medical professional, etc.). Moreover, the Labor Code prohibits employers of 25 or more persons from discriminating against domestic violence victims who take time off to seek medical attention, obtain services of a domestic violence program or psychological counseling, or participate in safety planning. The same notice or certification to the employer is required. • Workplace safety complaint: The Labor Code specifically prohibits discrimination or discharge for complaining about unsafe work conditions or practices. • Whistleblowing: The Labor Code prohibits retaliation against employees for disclosing an employer's violation of state or federal regulations to a governmental agency • Disclosing wages: The Labor Code prohibits disciplining or discharging an employee for disclosing the amount of his or her wages • Disclosing working conditions: The Labor Code prohibits disciplining or discharging an employee for disclosing information about the employer's working conditions. It has been conceded that this statute states a sufficient public policy on which to base a wrongful termination claim. Call the Rubin Law Corporation today at 866 936 3162.

  Link: Wrongful Termination