EMPLOYMENT DISCRIMINATION & WRONGFUL TERMINATION
Discrimination in the place of employment can take a variety of forms. Under various State and Federal laws, employees are protected from discrimination based upon gender, age, sexual orientation or religion. The attorneys at Jeffrey Scott LLP have successfully litigated numerous high profile employment discrimination cases. One such matter resulted in a $4.2 million verdict in favor of a plaintiff who was found by a San Francisco jury to have been the subject of harassment at the workplace and wrongfully terminated for reporting the unlawful behavior.
Our attorneys represent primarily individuals, but also companies in a wide variety of employment-related matters. The Firm’s transactional group drafts and negotiates employment agreements and consulting agreements on behalf of both employers and employee clients, and has particular expertise in executive compensation and equity issues. The Firm’s litigation group has represented both plaintiffs and defendants in substantial wrongful termination, harassment and discrimination actions, and has represented employers in disputes involving wage and hour claims, workplace conditions and unfair business practices, including class action litigation. The Firm’s attorneys have consistently achieved excellent results on behalf of their clients in employment-related matters.
In California, the Fair Employment and Housing Act (FEHA) is the principal California statute prohibiting employment discrimination covering employers, labor organizations, employment agencies and apprenticeship programs. Individual liability may be found for any person or entity who aids, abets, incites, compels, or coerces the doing of a discriminatory act. FEHA prohibits employment discrimination based on race or color; religion; national origin or ancestry, physical disability; mental disability or medical condition; marital status; sex or sexual orientation; age, with respect to persons over the age of 40; and pregnancy, childbirth, or related medical conditions. FEHA also prohibits retaliation against for opposing any practice forbidden by the Act or for filing a complaint, testifying, or assisting in proceedings under the FEHA.
Unlimited compensatory and punitive damages may be awarded against any party found to violate the Act.
The Plaintiff does not have to win a unanimous jury verdict.
Our attorneys represent primarily individuals, but also companies in a wide variety of employment-related matters. The Firm’s transactional group drafts and negotiates employment agreements and consulting agreements on behalf of both employers and employee clients, and has particular expertise in executive compensation and equity issues. The Firm’s litigation group has represented both plaintiffs and defendants in substantial wrongful termination, harassment and discrimination actions, and has represented employers in disputes involving wage and hour claims, workplace conditions and unfair business practices, including class action litigation. The Firm’s attorneys have consistently achieved excellent results on behalf of their clients in employment-related matters.
In California, the Fair Employment and Housing Act (FEHA) is the principal California statute prohibiting employment discrimination covering employers, labor organizations, employment agencies and apprenticeship programs. Individual liability may be found for any person or entity who aids, abets, incites, compels, or coerces the doing of a discriminatory act. FEHA prohibits employment discrimination based on race or color; religion; national origin or ancestry, physical disability; mental disability or medical condition; marital status; sex or sexual orientation; age, with respect to persons over the age of 40; and pregnancy, childbirth, or related medical conditions. FEHA also prohibits retaliation against for opposing any practice forbidden by the Act or for filing a complaint, testifying, or assisting in proceedings under the FEHA.
Unlimited compensatory and punitive damages may be awarded against any party found to violate the Act.
The Plaintiff does not have to win a unanimous jury verdict.
