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In Need of a Discrimination Lawyer in Glendale?

“For 8 months, my manager made me come 15 min early to work and leave 20 min late. He told me to clock in at my regular time without the extra minutes. My cousin and my friend told me to see a lawyer. I found lawyer Edgar and in very fast time there was a settlement and I got more money than i thought. He was very fast, smart, and always phoned me about my case. I recommend this lawyer for everyone.” – Allen A.

GLENDALE DISCRIMINATION ATTORNEY

Why Call Our Discrimination Lawyer?

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To prove you have been discriminated against, you must be a member of a protected class, and there must be a relationship between the adverse action that occurred and your membership in that class. For instance, when an employee is subjected to an adverse employment action, like a demotion, or being passed over for a promotion, it may be connected to discrimination if their membership in that class was the reason the action was taken. Being a member of a protected class simply means that you are being singled out for different treatment based on a protected characteristic. Most employers are fully aware that it is unlawful to discriminate against an employee, which means they will go to great lengths to hide their behaviors. If you believe you are being discriminated against, keep a journal of all incidents, and talk to your human resources department. Keep a separate record of what your employer did about your complaint, and how it was rectified. It is also illegal for your employer to retaliate against you for reporting discrimination. At the Manukyan Law Firm, our discrimination attorney in Glendale represents employees who have been subjected to both. Contact us today to learn more about how we can help you build your case for success. 

Two types of evidence can help build your workplace discrimination case in California: Direct Evidence and Indirect Evidence. 

Direct evidence includes any communication which overtly implies that you were discriminated against due to your protected status, including emails, text messages, voicemails, and other forms of communication — which could be something as simple as a note written in your employment file. 

Indirect evidence, also called circumstantial evidence, implies that discrimination occurred but does not directly prove it, which may include unfair work comparisons, or lack of responses from your employer because of your protected characteristic. 

One of the forms of workplace discrimination is the disparate treatment of employees in protected classes. Disparate treatment occurs when an employer treats protected groups of workers differently, or when seemingly neutral policies disproportionately impact a protected class. Comparing the conditions of employment, policies, and practices of one group to another may help uncover disparate treatment and workplace discrimination. 

If you are experiencing discrimination in the workplace, your employer is the one who is liable for the conduct. If you have reported the behavior and it continues to occur, or is not addressed at all, contact our Glendale workplace discrimination attorney today for help. You legally and morally should not be subjected to unlawful behavior at work. If your employer is not taking their duty to protect you from workplace discrimination seriously, our law firm will.  

You have the right to work in an environment free of discrimination. You cannot be denied employment, harassed, demoted, terminated, paid less, or treated less favorably because you are a member of a protected group. If you are reporting workplace discrimination to your employer, and their response is that is simply not true, contact our skilled Glendale employment law attorney today. All allegations of workplace discrimination must be recorded and addressed — not simply brushed to the side with a denial. If your employer is not taking your report seriously, we want to help ensure they do.

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