Erie County legislatures are pushing to end
wage discrimination as Tuesday marked the annual All Women's Equal Pay Day.
Not exact matches
The Paycheck Fairness Act pending before Senate «punishes employers for retaliating against workers who share
wage information, puts the justification burden on employers
as to why someone is paid less and allows workers to sue for punitive damages of
wage discrimination.»
She also represented private sector employees in a wide variety of employment law matters such
as wage and hour claims, unemployment compensation, and
discrimination cases in state and federal court.
Whether you are dealing with
discrimination, harassment or a
wage dispute, speak with an experienced employment attorney to ensure you understand the rights
as an employee.
Arsenio defends employers in state and federal courts and before administrative agencies across the United States in cases that allege employment
discrimination, harassment and retaliation,
as well
as wage and hour disputes.
The firm's Labor & Employment group was described
as ``... a well - respected team... on traditional labor and employment litigation matters, including noncompete agreements,
wage and hour disputes,
discrimination, harassment and wrongful discharge claims.»
«We emphasized that
discrimination begins with women
as wage earners.
Ms. Kaplan discussed topics such
as wage claims and independent contractor issues, drafting employee handbooks, negotiation of severance agreements, wrongful termination and
discrimination claims, and traps for the unwary employer in offer letters, contracts and workplace management.
These involve employee discharge and
discrimination cases, including age, sex, race, national origin, religion and disability claims,
as well
as cases involving restrictive covenants and
wage - hour matters.
Ms. Kaplan discussed topics such
as preventing and handling employment problems, drafting employee handbooks,
wage claims and independent contractor issues, wrongful termination and
discrimination claims, negotiation of severance agreements, and traps for the unwary employer in offer letters, contracts and workplace management.
As the youngest female equity partner at OC's largest firm, Maria represents employers in all areas of labor and employment, including:
wage and hour class actions;
discrimination / harassment litigation; agency proceedings; labor law / collective - bargaining; preventative counseling; and management training.
She advises clients both proactively and reactively on employment best practices, and also serves
as defense counsel in cases involving harassment,
discrimination, breach of contract,
wage and hour, and unfair business practices.
«
As a private law firm, Minami Tamaki LLP defends some of the most vulnerable in the community by fighting against
wage theft, sexual harassment, and
discrimination.
She tries cases alleging employment
discrimination, harassment and retaliation,
as well
as wage and hour disputes, to verdict and through appeals.
If you or a loved one has been a victim of unlawful conduct on the job, such
as sexual harassment, a
wage and hour violation, or
discrimination, the knowledgeable Orange County employment lawyers at Howard Law can help you investigate the facts of your case, understand the applicable state and federal laws, and protect your interests throughout the legal process.
Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment
discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based
wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination; the Age
Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990,
as amended (ADA), which prohibit employment
discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit
discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment
discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment
discriminationdiscrimination.
Some of the most common are wrongful termination,
discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum
wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide
wage and pay information upon hiring, misclassification of an hourly employee
as an exempt employee, misclassification of an hourly employee
as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.
Advice on how to prepare contracts, manage, hire, retain, discipline and discharge employees,
as well
as ensure federal and state compliance with
wage, labor, health, benefits, and
discrimination laws are only a portion of what a business lawyer does to protect you, your business, and your interests.
He has represented employers in all aspects of employment law before state and federal agencies and courts, including
wage and hour collective / class actions under the Fair Labor Standards Act (FLSA), Title VII
discrimination and sexual harassment,
as well
as actions under the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and state workers compensation laws.
Simon conducts his own advocacy in both employment tribunals and the Employment Appeals Tribunal on all areas of employment law including
wage claims, unfair dismissal, all types of
discrimination as well
as TUPE, data protection and equal pay.
With over 25 years of litigation experience, Theodora Lee serves
as an arbitrator and mediator in matters involving workplace harassment and
discrimination, wrongful termination,
wage and hour disputes, board of director disputes, personal injury and real estate issues.
Mr. Kondon regularly counsels a broad spectrum of clients on issues such
as terminations, employment
discrimination,
wage and hour, FMLA, ADA, OSHA, restrictive covenants, employment policies, and trade secrets.
These structural inequities are compounded by the injustices they'll face
as women of color, from workplace
discrimination and a predominance of low -
wage work to the continual presence of violence in their lives.