At the Law Office of Jeffrey D. Fulton, we know that, as a worker with a disability in California, it can sometimes be difficult for you to gain the support you need from your employer to do your job. Nevertheless, the law is on your side. The Americans with Disabilities Act has been in effect for nearly 30 years now and requires that your employer make reasonable accommodations to allow you to perform your work duties on an equal footing with your nondisabled coworkers.
In California, residents are supposed to be able to apply for any job you want without facing discrimination. Unfortunately, not every company will oblige by these laws. At the Law Office of Jeffrey D. Fulton, we take your ability to work where you want seriously. We will provide plenty of information to help you avoid being unfairly discriminated against.
There are legitimate health and safety issues related to long hair in the workplace in certain industries. Examples include workers involved in food preparation who must keep long hair pulled back to avoid contaminating the food and the risk of long hair becoming caught in industrial equipment, potentially causing injury. However, one California state senator perceives a racial bias against people who wear "natural" hairstyles traditionally associated with African Americans and has introduced a bill to end this alleged form of discrimination.
Although many companies have developed ways of reducing gender bias and leveling the playing field when it comes to equal rights, gender discrimination still exists in many U.S. industries, including the federal government. While it is more prevalent in male-dominated industries, such as information technologies, engineering, construction and law enforcement, gender inequality is still an issue in work fields across the nation.
If you are a disabled California worker, you know that the Americans with Disabilities Act forbids your employer or a potential employer from discriminating against you on the basis of your disability. It also requires any employer with 15 or more employees to provide you with reasonable accommodations. But what actually constitutes a reasonable accommodation?
Residents in California know that there are strong laws in place that expressly forbid discrimination in the workplace based on a variety of factors, often called protected classes. These include gender, race and religion. Persons over the age of 40 and those with disabilities are also protected classes, meaning that they should not be discriminated against by an employer for their age or because they have a disability.
We have covered many of the different types of discrimination which occur in workspaces across the state of California. Unfortunately, some workplace situations which involve a great deal of discrimination can be especially tough for employees to deal with. For example, someone who is experiencing discrimination because of their ethnicity or their religious beliefs may be subjected to relentless, brutal discrimination. Even worse, there are times when management fails to take action and ignores what is happening on the job. In these instances, it is pivotal for victims of discrimination to firmly stand up for themselves.
As a pregnant employee in California who works for a company that staffs at least 15 people, you have certain rights related to your pregnancy status that your employer cannot infringe upon. Outlined by the Pregnancy Discrimination Act and Title I of the Americans with Disabilities Act, these rights set certain guidelines your employer must follow with regard to his or her treatment of you, given your pregnancy status.
People are injured on the job in numerous ways, from electrical accidents on construction sites to mishaps that take place in office spaces. These accidents can create various short-term and long-term challenges, and aside from physical and emotional pain, financial problems due to hospital costs and lost wages and disabilities, they can also impact a worker in other ways. For example, someone who is injured in a work-related accident may be subjected to discrimination following the accident. They may be discriminated against as a result of their disability, or they may even experience some other type of discrimination (such as racial discrimination or gender discrimination) that surfaces following their accident.
Employees in California and all other states likely already know that state and federal laws such as Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1991 prohibit employers from discriminating against their employees and prospective employees based on race, religion, age, color, sexual orientation, disability and/or national origin. Employees and prospective employees can sue the employer if they believe they have been the target of such discrimination.