Golan Law, P.C. Los Angeles Employment Attorney | Golan Law, P.C.2026-06-29T13:18:58Zhttps://www.golanlaw.com/feed/atom/WordPress/wp-content/uploads/sites/1504281/2022/07/cropped-Golan-site-icon-32x32.pngOn Behalf of Golan Law, P.C.<![CDATA[What should you know about intersectional retaliation?]]>https://www.golanlaw.com/?p=482952026-06-29T13:18:58Z2026-06-29T13:18:58ZWhen workplace punishment follows a report
Intersectional retaliation can occur when an employer punishes you after you report bias to human resources, file a complaint or serve as a witness in a matter involving overlapping protected traits. For example, you might report unfair treatment linked to being a woman of color, an older worker with a disability or a disabled veteran.
The key issue is not just one trait. It is how those traits combine in the workplace. That combined experience may lead to a treatment that another employee may not face. It could be an unlawful punishment, which may include firing, demotion, reduced pay or even harassment.
If you report that treatment, the law generally protects your rights from employer retaliation. In California, the law recognizes that unlawful discrimination can be based on a combination of protected characteristics, not only on a single protected trait.
Why understanding your rights matters
Every retaliation claim depends on its own facts. Employment records, emails, witness statements and the timing of workplace decisions often become important when evaluating what occurred. Together, those details can give a clearer picture of the employer's actions.
Moreover, retaliation cases involving overlapping characteristics can present legal issues that differ from more traditional workplace disputes. Since those matters often require careful legal analysis, guidance from an employment attorney may help you understand what legal protections could apply to your circumstances.]]>On Behalf of Golan Law, P.C.<![CDATA[What are signs you may be facing retaliation?]]>https://www.golanlaw.com/?p=482872026-05-12T13:44:09Z2026-05-12T13:44:09ZYou reported sexual harassment, unsafe work conditions or wage violations at your California job. Your employer promised to look into the issue. Now you notice a shift in how your boss and coworkers treat you at work. These changes might signal illegal retaliation for speaking up about workplace problems.
Common signs your employer is retaliating
California law protects workers who report illegal conduct or participate in workplace investigations. Retaliation often starts subtly after you make a complaint:
Sudden negative reviews: Your performance reviews were always good but now your boss claims your work is poor right after you filed a complaint.
Excluded from meetings: You are no longer invited to important meetings or projects you normally would attend or lead.
Reduced hours or shifts: Your face major schedule cuts or you lose preferred shifts without clear business reasons.
Increased scrutiny: Your boss now watches everything you do closely and writes you up for minor issues they ignored before.
Hostile treatment: Coworkers who were friendly now ignore you or your supervisor makes snide comments about your complaint.
Demotion or transfer: Your employer moves you to a less desirable position, different location or takes away responsibilities shortly after your report.
Termination: You get fired soon after complaining even though your employer claims it is for unrelated performance issues.
The timing between your protected activity and these negative actions matters greatly. Retaliation happening days or weeks after you report problems creates strong evidence.
Protecting yourself from retaliation
Document everything that happens after you make a complaint. Save emails, write down conversations with dates and times and keep copies of performance reviews. You can also file a complaint with the California Labor Commissioner's Office.California law prohibits employers from punishing workers who report violations of law, refuse illegal activities or participate in investigations. Even if your original complaint does not pan out, your employer cannot retaliate against you for making it in good faith. Legal help can protect your rights at work when you face punishment for doing the right thing.
]]>On Behalf of Golan Law, P.C.<![CDATA[What should I know about whistleblower protections in California?]]>https://www.golanlaw.com/?p=482512025-03-21T18:01:31Z2025-03-21T18:01:31ZWhat laws help offer protection to whistleblowers?
California provides comprehensive protections under several laws, notably the California Labor Code Section 1102.5 and the California False Claims Act.
California Labor Code Section 1102.5 (Whistleblower Protection Act) protects employees who disclose information about legal violations or noncompliance within their organization. It prohibits retaliation against employees who engage in whistleblowing activities, helping to ensure they can report misconduct without fear of losing their job or suffering other forms of retaliation. The California False Claims Act allows private citizens to hold individuals or corporations accountable for defrauding the government and provides significant financial incentives, including a percentage of any recovered funds. It also offers legal protections like those in the federal False Claims Act. These laws form the backbone of legal defenses for whistleblowers, creating a safer environment for them to report wrongdoing.
Steps for whistleblowers to protect themselves
To maximize protection and enhance the success of their cases, whistleblowers should consider the following steps:
Document everything: Keep detailed records of all observed illegal activities and any communications related to the whistleblowing.
Report internally first: If possible, follow any existing internal procedures for reporting misconduct. This can sometimes resolve issues without needing to escalate them externally.
Taking these steps can help offer protection in the event a whistleblower is targeted for retaliation.
Examples of successful whistleblower cases
Whistleblower laws are more than just a practice in academics. They work in the real world and help to better ensure that corporations are not abusing their power. A common example involves healthcare institutions who use fraudulent billing to reap greater financial rewards. In a specific case, a whistleblower in a healthcare facility reported fraudulent billing practices, leading to a substantial recovery for the government and a significant reward for the whistleblower.
Whistleblowers in California have legal frameworks to protect them and incentivize the reporting of misconduct. These protections, bolstered by real-life successes, highlight the vital role of whistleblowers in upholding legal and ethical standards in California.]]>On Behalf of Golan Law, P.C.<![CDATA[Common examples of workplace retaliation ]]>https://www.golanlaw.com/?p=482282024-10-16T16:01:02Z2024-10-16T16:01:02ZCompanies always have to strike a balance between being profitable and remaining compliant with employment laws. Both employees and employers have legal rights and obligations.
When an employee asserts their legal rights, they should not be retaliated against. In a nutshell, retaliation involves any adverse action taken against a worker for raising a legitimate grievance. It is important to identify the different types of protected employment activities and the most common examples of retaliation. Here are a few things to consider.
Examples of protected employment activities
Common examples of protected employment activities include:
Raising grievances based on discrimination. No worker should face discrimination based on protected characteristics such as race, religion, age and disability. Workers have the right to report discrimination without facing repercussions
Raising grievances based on the minimum wage. All employees are entitled to the minimum wage and overtime payments. They should not be disciplined for trying to assert their rights to fair pay.
Refusing to engage in unlawful activities. Employees do not have to participate in activities that may be unlawful. They are also entitled to work in a safe environment. Reporting safety concerns or unlawful activities should not result in disciplinary procedures.
Protected activities generally involve an employee taking action to improve working conditions or ensure that they remain above board.
Forms that retaliation can take
Retaliation can take many different forms. Some of the most common types of retaliation include:
Being fired or demoted
Having to take a pay cut
Having hours slashed
Facing harassment and abuse
Being isolated from colleagues
If you feel like you have been retaliated against for engaging in a protected employment activity, it may be time to start exploring your legal rights. ]]>On Behalf of Golan Law, P.C.<![CDATA[What are employment separation agreements?]]>https://www.golanlaw.com/?p=481632024-09-30T14:02:53Z2024-09-30T14:02:53ZLong gone are the days when most employees began their careers with and retired from the same employer. These days, roughly 2.5% of workers in this country will switch jobs every month in pursuit of better wages, better working conditions or more fulfilling work.As job changes have become more common, even among executive-level employees, it has become increasingly important to examine employment contracts carefully, particularly in regard to separation agreements. A separation agreement (which is also sometimes called a “termination” or “severance” agreement) typically covers everything from severance pay and benefits to confidentiality agreements and references for future employers.
Why it’s important to negotiate separation agreements
Negotiating these terms at the beginning of employment can help create an amicable end point because they offer protection against uncertainty. It’s critical for any employee to have a safety net in place if their employment suddenly ends because a project is canceled, a merger takes place, you’re suddenly deemed a “poor fit” for the company culture or any other unexpected reason. With the right agreement, you can:
Secure enough severance pay to support you while you go through the sometimes lengthy process of securing a new position at a comparable level
Arrange for the continuation of important benefits for a period after the employment ends, such as health insurance and life insurance, at an affordable cost
Protect your professional reputation by limiting what your former employer can say about you through non-disparagement clauses
When a company is “courting” you, you have a lot more leverage than you would during a termination, so these are not conversations you want to leave until you already have one foot out the door. Legal guidance can help you negotiate the best possible employment contract – and avoid legal disputes down the line.]]>On Behalf of Golan Law, P.C.<![CDATA[Californians will soon be voting on the minimum wage]]>https://www.golanlaw.com/?p=481612024-09-18T14:41:18Z2024-09-18T14:41:18ZCalifornia has one of the highest minimum wages in the country. Some cities, like Los Angeles, have a minimum wage that’s even higher than the state minimum. Some labor unions have negotiated higher minimum wages for their members.
Of course, the minimum wage isn’t anywhere near enough to support a family – or in many cases even a single person. A person who works full-time at minimum wage earns about $33,000 a year. The average cost of living in California is over $53,000 a year. The state minimum wage automatically increases every year to adjust for inflation. Currently, it’s $16 per hour. It’s scheduled to increase to $16.50 in 2025. However, if a measure on the ballot this November (Proposition 32) passes, the minimum wage increases would be greater for most employees.
What would Prop 32 change?
Specifically, businesses with more than 25 employees would be required to raise the minimum wage to $17 immediately and then to $18 in January. Those with 25 or fewer employees would have to start paying at least $17 per hour in January and then $18 in January 2026. After that, the amount of annual adjustment would be tied to the inflation rate.If this ballot measure passes, millions of workers across California who work in grocery stores, restaurants and other businesses that commonly don’t pay above minimum wage would get a raise. Not surprisingly, those opposing the measure include the California Grocers Association, California Restaurant Association and California Chamber of Commerce. Most workers expect and deserve to earn more than the minimum wage – particularly after being in a job for some time. However, it’s still crucial to know what the minimum wage is for your job. As noted here, there’s not just one minimum wage for all hourly California workers. If you believe your employer isn’t paying you a fair wage and your efforts to address the issue haven’t been successful, it’s worth learning more about your rights.]]>On Behalf of Golan Law, P.C.<![CDATA[FMLA covers intermittent flares of chronic conditions]]>https://www.golanlaw.com/?p=481592024-09-02T22:03:49Z2024-09-02T22:03:49ZFamily and Medical Leave Act (FMLA) provides important protections for workers facing these challenges, including coverage for intermittent leave when flare-ups occur. The FMLA is a federal law that grants eligible employees a certain amount of unpaid leave per year for specific family and medical reasons, including their own serious health conditions.
How it works
Since FMLA protection allows for intermittent leave, employees do not have to take their available leave all at once. Instead, they can take it in smaller increments, such as a few hours or days at a time, in order to more effectively manage their health.
For employees with chronic conditions, this flexibility is important. It means that if you have a chronic condition that intermittently makes it difficult for you to work, you can take time off when you need it most without worrying about losing your job. Whether you need to attend regular medical appointments, recover from a particularly bad day or manage sudden symptoms, FMLA intermittent leave can potentially provide you with necessary time off.
To use FMLA leave for intermittent flares, you’ll need to provide your employer with medical certification from your health care provider. This certification should outline the nature of your condition, the necessity of intermittent leave and an estimate of the frequency and duration of the leave you require. Communication with your employer can help you to better ensure that your leave is managed effectively and that your job remains protected.]]>On Behalf of Golan Law, P.C.<![CDATA[What constitutes wrongful termination?]]>https://www.golanlaw.com/?p=481572024-08-16T01:47:09Z2024-08-16T01:47:09Zwrongful termination?
Termination based on discrimination
It is unlawful for an employer to treat workers unfavorably based on protected characteristics like race, religion, gender, disability and age. This includes firing them for any of these reasons.
In some cases, an employer may blatantly fire an employer due to one or more of these factors. For example, they may claim that someone has become a burden on the business because they are “too old.” The discrimination could also be indirect. The employer could lay off multiple staff due to cost cutting. Despite not specifically targeting women, if more women are laid off than men during the downsizing, a wrongful discrimination claim could be made.
Termination for asserting legal rights
California has a host of laws that protect employees while they assert certain legal rights. For example, an employee can demand to be paid the minimum wage. They can demand to be paid overtime rates when exceeding 40 hours in a work week. Workers can also demand that the work environment is free from unnecessary health hazards.
When a worker goes to a third party over legitimate concerns in the workplace regarding guaranteed rights, this is often referred to as whistleblowing. Whistleblowing is a protected activity, and the employee cannot be fired for it. Being fired for whistleblowing is a form of retaliation, and it constitutes wrongful termination.
These are just two examples of wrongful termination. If you suspect that you have been a victim, seeking legal guidance will help you assert your rights.]]>On Behalf of Golan Law, P.C.<![CDATA[Are sexual jokes allowed in the workplace?]]>https://www.golanlaw.com/?p=481522024-08-02T02:47:10Z2024-08-02T02:47:10ZSexual jokes are very common. In some cases, they don’t cause any issues. Employees can make whatever jokes they want on their personal time, when they are at home and with their friends.
But people who often engage in this type of humor may then bring those jokes into the workplace. This is when it can create significant problems. Other employees may find the jokes inappropriate. If they are targeted by those jokes – the jokes are being made at their expense – then it could even be an example of sexual harassment, gender discrimination or the creation of a hostile workplace. All of these things could lead to a significant employment lawsuit.
What should employees do?
The best thing for employees to do is simply to express that they don’t appreciate the jokes or don’t think that they are part of appropriate workplace conduct. In some cases, this may be enough to put a stop to the behavior, eliminating the hostile work environment. In other words, if someone makes one inappropriate joke and stops when asked, an employment lawsuit may not be necessary.But the problem is that people often push back when told that their behavior is unacceptable. They may even try to blame the victim, such as telling them that they shouldn’t take everything so seriously or that they are just far too sensitive.In a case like that, an employee may have no choice but to move forward with legal action. The law does protect them from harassment and discrimination on the job, and these jokes could just be one example of how that occurs. Anyone who finds themselves in this position needs to make sure that they are well aware of all the legal options at their disposal.
]]>On Behalf of Golan Law, P.C.<![CDATA[Age discrimination can begin with your resume]]>https://www.golanlaw.com/?p=481502024-07-24T20:34:33Z2024-07-24T20:34:33ZIf you are an older worker seeking new employment in today’s uber-competitive job market, you can face an uphill battle simply by getting your foot in the door for an interview.
You might be surprised that it could be your resume that has been automatically screening you out of potentially lucrative positions for which you would otherwise qualify.
The numbers don’t lie
AARP conducted recent research on workers who were 50 or older. They discovered that a whopping 93% of those surveyed believed it was a common occurrence to experience age discrimination in the workplace.Statistics prove them right, as data supplied by government sources showed that job seekers 55 and older experienced “substantially longer periods of unemployment” than their counterparts aged 20 to 24.
Does your resume age you out of career opportunities?
It very well might. For instance, what email address do you use for job searches? Anything other than a Gmail stating your name dates you. Definitely skip any AOL or Hotmail versions for your professional profile.
Trim the fat off your resume
Nobody cares what you did in the 90s. In fact, the person making the hiring decisions may not even have been born yet. Focus on career highlights from the past decade and a half and don’t state the obvious. People in white-collar fields are expected to be proficient in all aspects of Microsoft Office, so don’t mention those. Instead, list the relevant business software platforms with which you’re familiar, e.g., Wrike, Smartsheet, Basecamp or QuickBooks.
Don’t list dates
Unless you recently got your MBA or its equivalent, there’s no need to list the year you obtained any degrees or diplomas. State the college or university and leave it at that.
Did you experience workplace discrimination?
Building a stalwart case of age discrimination in the workplace requires accurate documentation, and the corroboration of others can be quite helpful. Learning more about the California laws regarding age discrimination can help you plan a course of action.]]>