Injured? We Fight for What You Deserve
Being judged at work for who you are rather than what you contribute is demoralizing. It's also against the law. California employees are protected from discrimination based on race, gender, age, disability, religion, sexual orientation, national origin, and a range of other characteristics, yet discriminatory treatment remains far too common in workplaces across Los Angeles. Sometimes it's blatant, like being passed over for a promotion with an offensive comment attached. Other times, it's subtle and shows up as patterns of exclusion, unequal pay, or shifting expectations that somehow only apply to you. At My Lawyer Manwel, we help employees recognize discrimination and hold their employers accountable. If you're searching for a discrimination lawyer in Los Angeles, keep reading to find out how California law defines workplace discrimination and the steps involved in pursuing a claim.
California's Fair Employment and Housing Act covers more ground than federal law. The statute prohibits employers from making job decisions based on race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, marital status, national origin, ancestry, mental disability, physical disability, medical condition, genetic information, military or veteran status, and age if you're 40 or older. Pregnancy, childbirth, and related medical conditions also fall under these protections. An employer can't refuse to hire you, fire you, demote you, cut your hours, or deny you training because you belong to one of these groups. The law applies to companies with five or more employees, which means most California businesses have to comply. A discrimination attorney can help you determine whether your situation falls within these categories. Many workers don't realize that perceived characteristics count too. If your boss treats you poorly because he assumes you're from a particular country or assumes you have a disability, that conduct violates the law even if the assumption is wrong. Harassment based on a protected class also triggers FEHA liability. An employment discrimination lawyer will review the facts and identify which protected categories apply.
Most employers know better than to announce discriminatory motives. You're unlikely to receive an email that says your termination was based on your race or religion. Instead, discrimination hides behind neutral excuses. The company claims it eliminated your position due to restructuring, yet a younger employee takes over your duties two weeks later. Management cites performance concerns, but your reviews were positive until you announced your pregnancy. Your supervisor denies your accommodation request and later jokes about people who "can't handle the job." These patterns matter. A workplace discrimination attorney looks for inconsistencies between what the employer says and what the employer does. Timing is also important. If negative treatment starts right after you disclose a disability or return from medical leave, the sequence creates evidence of motive. Comparator evidence also plays a role. When employees outside your protected class receive better assignments, higher pay, or lighter discipline for identical conduct, those differences point toward discrimination. Documentation strengthens your position. Save emails, texts, and performance reviews. Write down verbal comments with dates and witnesses. A civil rights lawyer will use this evidence to build a timeline that reveals discriminatory intent beneath the surface.
California imposes strict deadlines on discrimination claims, and if you miss the window, you'll lose the right to pursue your claim in court. The clock starts on the date of the adverse action, whether that's a termination, demotion, or denial of promotion. Ongoing harassment can extend the timeline under the continuing violation doctrine, but you shouldn't rely on that exception without legal guidance. A discrimination lawyer in Los Angeles will calculate your deadlines and make sure your paperwork reaches the right agency on time. After you file, the agency may investigate or issue you a right-to-sue notice, which opens another window to file a lawsuit in civil court. Waiting too long at any stage can void your claim. A discrimination attorney in Los Angeles will track these deadlines and keep your case on schedule. Courts don't grant extensions just because you didn't know the rules.
Winning a discrimination case can restore what your employer took and then some. Back pay covers the wages and benefits you lost between the discriminatory act and the resolution of your case. Front pay compensates for future earnings if reinstatement isn't practical. California law also allows recovery for emotional distress, which accounts for the anxiety, humiliation, and mental anguish caused by discriminatory treatment. Punitive damages come into play when the employer's conduct was especially malicious or reckless. These damages punish the wrongdoer and discourage similar behavior. Your employer may also have to pay your attorney fees and litigation costs if you prevail. In some cases, courts order injunctive relief that requires the company to change its policies, conduct training, or reinstate you to your former position. An employment discrimination lawyer can determine which remedies apply to your situation and pursue the maximum recovery available. A workplace discrimination attorney also considers non-economic factors like damage to your professional reputation and career trajectory.
If you believe your employer violated your rights, don't wait until deadlines pass or evidence disappears. A civil rights lawyer at My Lawyer Manwel will evaluate your case, explain your options, and fight for the compensation you deserve. We've represented employees across Los Angeles County in claims involving wrongful termination, harassment, retaliation, and discriminatory pay practices. A discrimination attorney in Los Angeles from our team will handle the legal process so you can focus on your career and your future. Contact My Lawyer Manwel today for a consultation. We take discrimination cases seriously, and we know how to win them.
At My Lawyer Manwel, we fight for your rights in personal injury and employment law. See what our clients say about working with us.
I contacted My Lawyer Manwel for help with an employment dispute, and I’m very pleased with the service I received. He was knowledgeable, honest, and supportive throughout the entire process. Manwel kept me informed and handled negotiations with confidence and professionalism. He made a difficult situation much easier to manage and achieved a positive resolution. I would not hesitate to recommend My Lawyer Manwel to anyone needing experienced and reliable legal representation.
My Lawyer Manwel was incredibly helpful during my personal injury case. After my accident, I felt stressed and unsure of what to expect. Manwel explained everything in simple terms and was always available to answer my questions. He handled the legal details with professionalism and care, allowing me to focus on recovery. The settlement he secured helped cover my medical expenses and eased my financial worries. I truly appreciate his dedication and highly recommend his services.
I had a great experience working with My Lawyer Manwel on an employment law matter. He listened carefully to my concerns and provided clear, honest advice. Manwel was always responsive and made sure I understood every step of the process. He handled my case professionally and worked hard to protect my rights. The outcome was fair and allowed me to move forward with confidence. I’m very grateful for his help and would recommend My Lawyer Manwel to anyone facing workplace legal issues.
My Lawyer Manwel provided excellent support during my personal injury case. From the beginning, he was professional, patient, and very knowledgeable. He took the time to explain my rights and the legal process clearly, which made me feel confident and informed. Manwel handled all communication with the insurance company and kept me updated throughout the case. His dedication and attention to detail truly stood out. Thanks to his hard work, my case had a positive outcome. I highly recommend My Lawyer Manwel to anyone needing a trustworthy personal injury attorney.
Don't sign without carefully reviewing all of the terms, including release of claims, non-disparagement clauses, and confidentiality provisions. You usually have the right to consult with an attorney who can negotiate better terms on your behalf.
Enforceability varies dramatically by state, with some banning them entirely and others enforcing them when reasonable in scope and duration. Recent legal trends have moved toward limiting these agreements. Having an attorney review your specific agreement is essential.
Most discrimination claims must first be filed with the Equal Employment Opportunity Commission or your state's equivalent agency before pursuing a lawsuit. Strict deadlines apply, often within one hundred eighty to three hundred days of the discriminatory act.
Misclassification occurs when employers label workers as contractors to avoid providing benefits owed to employees. The determination depends on factors like company control over your work, schedule flexibility, and who provides tools and equipment.
Numerous federal and state laws protect employees who report illegal activity, safety violations, or fraud from employer retaliation. Whistleblowers may be entitled to reinstatement, back pay, and other remedies if they face adverse employment actions.
Generally speaking, employers have some flexibility to modify duties and compensation, but they can't make any changes that violate contracts, discriminate, or constitute retaliation. Sudden changes following a complaint or protected activity may raise legal concerns.
A hostile work environment exists when unwelcome conduct based on a protected characteristic is pervasive or severe enough to create an intimidating or abusive workplace. This goes beyond occasional rudeness and must materially affect your ability to do your job.
Under the Fair Labor Standards Act, the majority of employees working more than forty hours per week must receive overtime pay at one and a half times their regular rate. However, certain exemptions apply based on salary level and job duties, which employers sometimes misapply.
Wrongful termination happens if an employee is fired in a way that violates federal or state laws, employment contracts, or public policy. Examples include being fired due to discrimination, retaliation for whistleblowing, or refusing to engage in illegal activities.
Federal and state law prohibit employers from retaliating against employees who report illegal conduct or file discrimination complaints. Retaliation can include termination, demotion, or creating a hostile environment. If you experience retaliation, you may have an additional legal claim.
Document every incident in detail. That includes dates, times, witnesses, and what occurred. Report the harassment through your company's internal complaint process and keep copies of all communications. If internal channels don't resolve the issue, consulting with an attorney is an important next step.
Workplace discrimination occurs when an employer treats someone unfavorably because of a protected characteristic like race, gender, age, religion, disability, or national origin. This can include hiring and firing decisions, promotions, pay, job assignments, and harassment.
If your health insurance paid for any treatment that's related to your injury, they may have a right to reimbursement from any settlement through a process called subrogation. Your attorney can often negotiate these liens down to maximize what you keep.
A settlement is an agreement that is reached outside of the court, where the at-fault party agrees to pay compensation in exchange for releasing liability. A verdict is a decision that's made by a judge or jury after a trial determines the outcome.
While you can represent yourself, insurance companies often take advantage of unrepresented claimants with lowball settlements. Studies show that injured individuals who hire attorneys recover significantly more compensation even after paying legal fees.
The timeline varies depending on the complexity of your case, the severity of injuries, and whether it settles or goes to trial. Simpler cases may resolve in a few months, while complex litigation can take several years.
You may still have options, including your own uninsured or underinsured motorist coverage if the incident involved a vehicle. An experienced attorney can identify all of the potential sources of compensation available to you.
Fault is normally established by examining evidence like police reports, medical records, witness statements, and expert testimony. Your attorney will investigate the circumstances to build a compelling case. In some states, you may still recover damages even if you were partially at fault.
First, get medical attention even if you feel okay, as some injuries don't show symptoms right away. Document everything, including photos of the scene and witness contact information, and avoid giving recorded statements to insurance companies before talking to an attorney.
Most personal injury cases are settled out of court via negotiations with insurance companies or the opposing party. However, if a fair settlement cannot be reached, taking your case to trial may be necessary to obtain the compensation you deserve.
Most personal injury cases are settled out of court via negotiations with insurance companies or the opposing party. However, if a fair settlement cannot be reached, taking your case to trial may be necessary to obtain the compensation you deserve.
Victims can recover damages for medical expenses, lost wages, emotional distress, pain, and suffering or loss of enjoyment of life. In cases involving egregious conduct, punitive damages may also be available to punish the wrongdoer.
Every state has a statute of limitations that sets a deadline for filing personal injury lawsuits, typically ranging from one to four years depending on where you live. Missing this deadline almost always means losing your right to pursue compensation, so consult with an attorney as soon as possible after your injury.
A personal injury case is when someone suffers harm because another party was negligent, reckless, or engaged in intentional misconduct. A few examples include car accidents, slip and falls, medical malpractice, and workplace injuries. If someone else's actions led to your injury, you may have grounds for a claim.