Racial Discrimination Lawyers in Los Angeles
What Is Racial Discrimination?
Racial discrimination is when someone is treated differently because of race, color, or ethnicity. It is unlawful in California for an employer to discriminate against anyone because of their race or color in any aspect of employment.
It is racial discrimination when an employer refuses to hire someone on the base of race or doesn’t select a person for a training program. It can also be to discriminate against someone in terms of compensation, conditions, or privileges of employment.
If you believe your employer is discriminating against you due to your race, reach out to our Los Angeles firm by calling (818) 507-8525 today.
Can I Sue My Employer for Racial Discrimination?
An employee is well within their rights to sue an employer for workplace harassment if they are being harassed based on race or color by co-workers, a supervisor or anyone else. If the employer knew about this and failed to take reasonable steps to stop the harassment, they can be held liable.
How Racial Discrimination Creates a Hostile Work Environment
The employee can also argue that a hostile work environment has been created. For this, unwelcome comments or conduct must be present, the harassment must be based on national origin or ethnicity, and it must be pervasive enough to change the employment situation for the victim. The abuse must be frequent and abusive.
Possible ways a workplace might be exhibiting acts of racial discrimination are:
Exclusion from events and meetings.
- A change in workload for specific persons – it can either be decreased or increased.
- Different rules count for different people.
- The hiring of different races for different positions.
- Making fun of accents or stereotype people from certain countries.
- Employees are favored – only those from a certain race are promoted.
- Reduced hours or reduced pay.
- Racist jokes are not stopped.
- Not considering employing people with ethnic-sounding names.
Call (818) 507-8525 or by submitting an contact us online to schedule a free initial consultation.
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Can You Waive Your Rest or Meal Breaks?
While California employers must provide non-exempt employees with adequate breaks, they are not required to enforce them. This means that you have the right to choose to work through your rest break or meal break and may waive your right to take breaks altogether. If it is your decision to work through a break, even if you feel that the culture of your workplace encourages this, you will likely be unable to file a complaint or sue your employer for a rest break or meal break violation.
You may waive your right to a 30-minute meal break if you are not working beyond six hours in a single day. You may also waive a second meal break if you are not working more than 12 hours in a day and did not waive your first meal break. Some employees choose to do this in order to have more favorable work hours. However, your employer is not allowed to pressure you or force you into waiving your meal break(s).
What to Do If Your Employer Committed a Rest Break Violation
If your current or past employer failed to provide you with the proper rest breaks and meal breaks according to California law, you may sue your employer. The purpose of bringing a wage and hour lawsuit is to recover compensation for breaks you were owed but did not receive.
If your lawsuit is successful, you can recover one hour’s pay (according to your hourly rate) for every meal or rest break your employer denied you. If you worked for an employer for six months and never received a meal break, despite working standard eight-hour shifts, you would be entitled to one hour of pay for every day during that six-month period in which you did not receive breaks (about 125 workdays).
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At KJT Law Group, we stand by our clients because we believe in doing what’s right. We see ourselves as more than your legal team—we strive to be your counselor, advocate, and guide throughout the legal process. We are happy to answer your questions and address your concerns as we help you navigate litigation.
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