FEHA action for wrongful termination, retaliation, disability discrimination and harassment by former employee against former employer.
Action for wrongful termination in violation of public policy and the FEHA by a managerial employee in the automotive industry. The employee claimed that he was terminated due to religious discrimination and harassment, and out of retaliation for having filed a DFEH claim. The employer denied the allegations, and contended that the termination was proper, based upon the employee's performance.
Action for racial discrimination and retaliation in violation of the FEHA, and constructive termination, by a former employee who contended that his supervisor used a racial epithet and, after reporting it to company management, was subjected to retaliation. The employer denied all allegations.
Former employee who was fired for excessive unexcused absences contended that she had a disability and that the employer unlawfully failed to accommodate her and engage in the interactive process. Employer contended that it asked the employee for weeks for a medical form from a health care provider regarding the absences, as required by the attendance policy, and none was forthcoming by the deadline set forth in the policy.
Action brought by three police employees and a non-sworn employee alleging religious and racial harassment, discrimination, and retaliation by the City’s new police chief. The City denied the allegations, and contended there were legitimate non-discriminatory reasons for the personnel actions.
A professional athlete-turned-television announcer was suddenly ordered to stop working by the network, after some viewers contacted the network to complain that the announcer had used a racial slur when announcing the event. The announcer denied that he had used a racial slur, but was instead describing the athlete’s style of play, and sued for wrongful termination.
A popular fitness cycling instructor working at a fitness chain wanted to work at another, higher paying position at a more specialized fitness chain owned by his employer. The employer contended that plaintiff was bound by a “non competition” agreement preventing the move. The validity of the agreement was contested.
A long-term mechanic supervisor with a “Top Secret” clearance at an aircraft assembly company alleged wrongful termination, discrimination, harassment, and retaliation when he was laid off after taking worker’s compensation leave, and his duties were given to younger employees. The employer contended that it had legitimate, nondiscriminatory reasons to eliminate plaintiff’s job, and that plaintiff was medically unable to perform the essential functions of another job.
Action for wrongful termination brought by former employee of a television show, contending that the show’s celebrity host locked the employee in a room, yelled and threatened her with adverse employment action for allegedly leaking details about the show.
An octogenarian community college math professor sued the community college district employer for age discrimination when the district changed his class schedule and class sizes, and did not offer him a full time position when he was first hired.
Action for wrongful termination by live-in butler of wealthy and famous employer.
A city housing rehabilitation counselor sued for wrongful termination (whistleblower retaliation and disability discrimination). The city contended that it terminated plaintiff because its investigation concluded that the plaintiff had engaged in serious misconduct.
A bank senior mortgage specialist sued for wrongful termination and disability discrimination, contending that the bank improperly fired her after taking worker’s compensation leave. The bank contended that it legitimately fired plaintiff due to her taking an unauthorized leave of absence, and failing to provide medical documentation to justify the leave.
Two trucking company salesmen contended that they were wrongfully terminated, and subjected to age, religious, and racial discrimination, harassment and retaliation.
Defendant employer contended that it had legitimate, non-discriminatory reasons for the employment actions, and that any derogatory comments were isolated and sporadic.
A county pharmacist sued for wrongful termination due to age- and disability-related, discrimination, harassment, and retaliation. The county contended that it terminated him when its investigation determined that he had illegally dispensed medication without a label.
Action for retaliation and wrongful termination brought by employee who contended that he was terminated for his role in union organizing activities. The employer contended that plaintiff, a supervisor, treated his subordinate employees so terribly that the subordinate employees wanted to unionize, to protect themselves from plaintiff.
Action for sexual harassment and employment discrimination by an attorney against her former employer.
Sexual harassment action brought by a female lifeguard against the employer.
Wage and hour action brought by former employee of an adult day health care provider.
A security guard at a motion picture studio alleged disability discrimination after he sustained an injury at work. The studio contended that it reasonably accommodated plaintiff’s job limitations.
Employment discrimination action brought by a president of defendant company, when the plaintiff refused to terminate an underperforming employee who was over the age of 40. Plaintiff alleged an “associational discrimination” and retaliation case, in that he was “associated” with the employee he had been asked to fire.
Wrongful termination and disability discrimination action brought by teacher at a county juvenile camp. The county contended that the teacher had failed to properly exercise management and control over the classroom.
Disability discrimination action filed by nurse against her former employer, a hospital, contending that she was wrongfully terminated. The hospital contended that plaintiff took unauthorized leaves of absences.
A corporate national trainer was terminated for purportedly poor performance. Plaintiff contended that the termination was pretextual, and that she had been fired based upon her mental disabilities.
Wrongful termination action brought by truck driver who was terminated by his employer for allegedly failing to submit to a required sleep apnea test.
A hospital supervisor sued for employment discrimination after he was terminated after taking what the hospital deemed to be excessive leaves of absence.
A church volunteer employee contended she was wrongfully terminated when she complained of what she believed was illegal financial mismanagement of church funds by the deacon. The church contended that it properly terminated plaintiff for her giving a stipend to her daughter, who was also a church volunteer.
Employment discrimination, harassment, and wrongful termination case brought by former factory worker against her former employer. Plaintiff contended that she was harassed. The employer contended that it properly terminated plaintiff when she failed to return to work after taking leave.
Wrongful termination action brought by a textbook publisher’s sales employee, who was terminated when her videotaped comments containing political statements were displayed on the internet. Plaintiff had been told that she was being videotaped for research conducted on behalf of California’s Attorney General. Plaintiff expressed her personal opinions about various clients (e.g. school boards) and political issues. The interview was instead being conducted by journalists, who posted the interview on their website. In the wake of the publicity, the textbook seller terminated plaintiff. Plaintiff sued the journalists who videotaped the interview, and her former employer.
A genetic counselor sued for wrongful termination, contending that she was a whistleblower who was terminated after her employer coerced her to change her notes regarding discussions with a client, a pregnant woman who had received genetic test results indicating that her fetus had Down syndrome. The former employer contended that it legitimately terminated Plaintiff for her deficient job performance.
The director of legal affairs and president of several telecommunications companies sued his employers for wrongful termination, retaliation, breach of contract, and breach of fiduciary duty. Defendants asserted sovereign immunity, insofar as they were organized under the laws of two Native American tribes.
Action for lost wages, overtime, and other compensation by a home health care provider against his employer.
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