Unlawful workplace discrimination is broadly prohibited under both California State and Federal Law. Generally, employers cannot take any adverse employment action against you (such as harassment, demotions, discipline, or termination) based upon the following “protected categories”:
- Race
- Religious creed (including all aspects of religious observance)
- Color
- National Origin
- Ancestry
- Physical / Mental Disability
- Medical Condition
- Genetic Information
- Marital Status
- Sex
- Gender
- Age (over 40)
- Sexual Orientation
- Veteran or Military Status
These protections also extend to any person the employer perceives as having any of the foregoing characteristics. Employment decisions shouldn’t be based on the color of a person’s skin, religious creed, age, disability, marital status or gender, among others.
Racial / Color / National Origin Discrimination
Both Federal and California State Law clearly protect employees of any racial, ethnic, color or national origin group. This also includes instances of “reverse discrimination,” involving actions against white people that recently has been justified as a means to “remedy” historical instances of racial discrimination against minorities.
Typically, employers will attempt to cover their tracks through the use of “social justice” initiatives, Critical Race Theory policies or, more recently, through the corporate office for “Diversity, Equity and Inclusion.”
Chackel Law proudly stands firm on the belief that “reverse discrimination” is “discrimination” like any other unlawful workplace act based upon race, ethnicity, national origin or the color of a person’s skin. Chackel Law also believes that refusing to hire an employee because they are white is as reprehensible as refusing to hire an employee because they are black—both deserve protection and justice under the law.
Chackel Law has the experience and ability to aggressively prosecute your case to conclusion.
Disability Discrimination
California State and Federal Law contain extensive protections for individuals in the workplace with physical or mental disabilities. This includes the requirement that disabled workers be given equal opportunity to apply for work and the employer make reasonable accommodations for employees whose ability to perform certain job duties is limited by a disability.
Unfortunately, rather than finding ways to help disabled employees, many employers violate California Law by only giving “lip service” to reasonable accommodation requests while quietly plotting to phase the employee out under the guise the request is too “burdensome.” Other employers will take it a step further and harass the disabled employee hoping that they will quit—even assigning job duties the company knows he can’t perform and then blaming the employee for “poor performance.”
This isn’t right and is a violation of California Law that fully protects the workplace rights of disabled employees.
Chackel Law has the experience and knowledge necessary to prosecute disability related claims.
Contact us for a free and confidential case evaluation.
