Discrimination Attorneys

The Law Office of Bowman & Associates helps clients who have been discriminated against on the basis of their race, age, religion, national origin, gender, or pregnancy status. Generally, it is illegal to treat a worker different or not offer them work based on these protected categories.

We vigorously litigate claims in which an employer attempts to retaliate against an individual for exercising their rights under the anti-discrimination laws. Indeed, it is unlawful to retaliate against an individual for opposing employment practices that the individual in good faith believes are discriminatory on the basis of race. In addition, an employer may not retaliate against an individual for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation involving race discrimination.

Employee Retaliation Lawyer

Retaliation is an act by an employer, either economically tangible or more subtle, in an attempt to have an adverse affect on an employee who has objected to sexual harassment, discrimination, or other illegal activity. Retaliation may also occur where a woman has taken leave under the Family and Medical Leave Act.

One type of retaliation is where the victim can show a tangible adverse employment action including termination, a pay-cut, or another demonstrable act that caused economic injury or significantly altered the terms and conditions of the employment relationship.

If you complained about an employer’s illegal actions and were transferred to a different location or you lost certain benefits, you could claim that you suffered from an act of retaliation. Retaliation also includes more subtle acts, such as changes to your work shift. The court will look at the context and the particular circumstances surrounding your claim to determine the effects of an act of retaliation. You may have had child care needs and now a retaliatory shift change prevents you from managing those needs.

Sexual Harassment Attorney

Sexual harassment is a form of gender based discrimination, actions taken against a person based upon their gender. California employers of one or more employees are required to take all reasonable steps necessary to prevent harassment from occurring in the workplace. Sexual harassment typically falls into two categories, “quid pro quo” which makes a condition of job continuance, benefits, promotions, etc. on receipt of sexual favors; and “hostile environment” where the unwelcome sexual comments, touching, and or visual displays of a supervisor or coworker create an environment poisoned by the harassment. Employers are required to have a policy and to post and distribute information relating to the illegality of sexual harassment.

If you have been harassed while on the job, sexually or otherwise, contact an experienced sexual harassment attorney in Sacramento at the Law Office of Bowman and Associates, APC to schedule your Free Initial Consultation today.

Unemployment Compensation Lawyer

California’s Unemployment Compensation law provides benefits for most employees who are terminated from their employment. Unemployment Compensation benefits can be denied only in limited circumstances such as when the employee is terminated for actual ‘misconduct’ as narrowly defined by the statute or where the employee voluntarily quits work without good cause attributable to the employer. Employees who file for Unemployment Compensation benefits and are denied their claims can appeal the decision.

Often employers contest Unemployment Compensation benefits in circumstances where the employee is in fact entitled to benefits. These benefits are intended to be a safety net, and are not denied based upon mere poor work performance.

If you have been unfairly denied of your unemployment benefits, or are an employer being challenged, contact an experienced unemployment compensation attorney in Sacramento at the Law Office of Bowman and Associates, APC to schedule your Free Initial Consultation today.

Wages, Hours & Overtime

Federal wage, hour, and overtime laws are regulated by the Fair Labor Standards Act (FLSA). In addition, most states have similar wage and hour laws governing overtime. Non-exempt employees should be paid at least 1 1/2 times their hour salary for overtime hours worked. Overtime hours can include working more than 40 hours in one week or more than 8 hours in one day. Unfortunately, in some instances, company greed or ignorance prevent you from receiving your entitled overtime pay. The following are guidelines to help you determine if you are not being fully compensated for your overtime work:

• You are requested or demanded to work “off the clock”
• Your time sheet is altered to reflect no overtime, even though you worked overtime
• You are automatically clocked out for breaks and lunch, whether you take them or not
• You are denied overtime because it was not approved in advance by your manager or supervisor
• You are paid your hourly wage for overtime
• You are told to put your hours down on the following week or granted comp time for your overtime hours
• You are not paid for getting ready for work or for cleaning up your work space after work, even though both may be a requirement
• You are paid less than a minimum wage
• You are denied breaks or meal time even though you are entitled to them

Whistleblower Lawyer

No one is born a whistleblower. Few choose it as a career path. Rather, it is often a role thrust upon individuals who just want to do their jobs: bookkeepers, appraisers, lawyers, IT technicians, accountants, analysts and traders to name a few. Staying silent may mean watching while the institution harms innocent third parties or even the public. Sometimes it means becoming part of the cover-up.

If you have blown the whistle on illegal practices you observed in your company and, as a result, have been demoted, fired or endured an adverse working environment that caused you to quit, you may be able to pursue legal action against your employer. Depending on your circumstances, you may be able to seek reinstatement, compensation for lost wages and benefits and even attorney fees…

Wrongful Termination

Employees may not be terminated because they exercised a right granted to them by a state or federal statute or certain administrative regulations. Many activities are protected, employees must not be terminated for participating in such activities, including but not limited to: jury duty, political activity, refusal to authorize disclosure of medical information, voluntary participation in alcohol or drug rehabilitation programs, having wages garnished, refusing to patronize employer and time off for domestic violence. There is no individual law in California covering wrongful termination. Instead there are a variety of state and federal statutes, as well as state and federal court decisions, that provide some protections (sometimes very limited) to at-will employees, and allow them to pursue “wrongful termination” cases under certain circumstances. Wrongful termination generally means an unfair employment discharge. However, not every unfair employment discharge constitutes wrongful termination. If you think you have been wrongfully terminated from…

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