San Francisco Discrimination Lawyer

Protecting Your Rights Against Discrimination in the Workplace

Workplace discrimination is a serious issue that can have profound effects on an individual's career, well-being, and overall quality of life. In San Francisco, a city known for its diversity and inclusivity, discrimination of any kind is not only morally wrong but also illegal. California state and federal laws provide strong protections against workplace discrimination, ensuring that employees have the right to work in an environment free from bias and prejudice.

At Nichols Kaster, PLLP, we are committed to fighting against all forms of discrimination in the workplace. Our team is dedicated to protecting the rights of San Francisco employees who have been subjected to unfair treatment based on their race, gender, age, disability, religion, national origin, or any other protected characteristic.

Ready to Discuss Your Case? Schedule a Free Consultation at (877) 344-4628 or Online.

What is Workplace Discrimination?

Workplace discrimination refers to the unfair treatment of employees or job applicants based on certain characteristics, traits, or attributes that are protected by law. These characteristics can include but are not limited to race, color, religion, sex, national origin, age, disability, and sometimes other factors like sexual orientation or gender identity. Discrimination in the workplace can take various forms and can occur at any stage of employment, including recruitment, hiring, training, promotions, assignments, pay, benefits, and termination.

Here are some common examples of workplace discrimination:

• Racial Discrimination: Treating individuals differently based on their race or ethnicity. This could include unfair hiring practices, unequal pay, or assigning certain tasks based on racial stereotypes.
• Gender Discrimination: Treating someone unfairly due to their gender. This can involve pay disparities between genders for the same job, denying promotions based on gender, or creating a hostile work environment through inappropriate comments or behavior.
• Age Discrimination: Treating employees or applicants unfairly due to their age, typically targeting older workers. Age discrimination might manifest as not hiring someone because they are considered too old for the job or denying training opportunities to older employees.
• Disability Discrimination: Treating individuals with disabilities less favorably. This could involve failing to provide reasonable accommodations, excluding them from certain job responsibilities, or not considering them for promotions due to their disabilities.
• Religious Discrimination: Treating someone unfairly based on their religious beliefs. Examples could include not hiring or firing someone because of their religious practices, or not accommodating religious practices in the workplace.
• Pregnancy Discrimination: Treating pregnant employees unfairly due to their pregnancy status. This could involve not providing reasonable accommodations, denying promotions, or firing someone after they announce their pregnancy.
• Sexual Orientation Discrimination: Treating employees differently based on their sexual orientation. This might involve creating a hostile work environment, denying benefits to same-sex partners, or making derogatory comments.
• National Origin Discrimination: Treating individuals unfairly due to their country of origin or ethnicity. This could include excluding them from opportunities, making offensive comments about their background, or subjecting them to a hostile work environment.
• Retaliation: Taking adverse actions against employees who have asserted their rights, such as reporting discrimination or harassment. Retaliation can include demotion, termination, or creating a hostile work environment.
• Gender Identity Discrimination: Treating individuals unfairly due to their gender identity or transgender status. This might involve not respecting an employee's preferred pronouns, denying access to appropriate facilities, or subjecting them to ridicule.

California and Federal Laws Against Employment Discrimination

The California Fair Employment and Housing Act (FEHA) is the primary state law that prohibits workplace discrimination and harassment in California. FEHA is enforced by the California Department of Fair Employment and Housing (DFEH).

FEHA prohibits discrimination based on various protected characteristics, including but not limited to race, color, national origin, religion, sex, gender identity, gender expression, sexual orientation, marital status, disability, medical condition, age (40 or older), and genetic information.

Employers are prohibited from engaging in various discriminatory actions, such as:

• Failing to hire, promote, or provide equal pay based on a protected characteristic.
• Terminating, demoting, or otherwise adversely affecting an employee's terms of employment due to a protected characteristic.
• Creating a hostile work environment based on a protected characteristic.
• Retaliating against an employee who opposes discriminatory practices, files a complaint, or participates in an investigation related to discrimination.

Employees who believe they have been subjected to workplace discrimination or harassment can file a complaint with the DFEH within one year of the alleged discriminatory action. The DFEH will investigate the complaint and may attempt to resolve the issue through mediation or other means.

Employers found in violation of FEHA may be subject to civil penalties, as well as remedies such as compensatory and punitive damages, reinstatement, and attorney's fees.

Additionally, federal laws in the United States prohibit workplace discrimination on the basis of various protected characteristics. These federal laws are enforced by the Equal Employment Opportunity Commission (EEOC), a federal agency responsible for investigating complaints of workplace discrimination and enforcing compliance with these laws.

Individuals who believe they have been subjected to workplace discrimination can file a complaint with the EEOC. If the EEOC determines that there is reasonable cause to believe discrimination has occurred, they may engage in conciliation efforts to resolve the issue, or they may provide the individual with the right to file a lawsuit.

Why Choose Nichols Kaster?

Our San Francisco discrimination attorneys have a deep understanding of employment law and have successfully represented numerous clients in discrimination cases. We believe in giving individual attention to every client, understanding their unique circumstances, and tailoring our legal strategies accordingly.

Victim of Discrimination? Contact Our San Francisco Lawyers for Immediate Assistance.