Sacramento Discrimination Attorneys

Sacramento Discrimination Attorneys 2017-08-09T08:44:57+00:00

Discrimination Services

Age Discrimination

Age Discrimination

Generally, discriminating on the basis of age in the workplace is illegal under both the Federal Age Discrimination in Employment Act (ADEA), and the California Fair Employment and Housing Act (FEHA). Under both laws, there are some special limitations on who can sue.

People under forty years old are not protected by age discrimination in the workplace laws. If an employer refuses to hire somebody because he or she is thirty-nine, and therefore “too young”, that is not illegal. But if it because he or she is forty and “too old”, that is illegal.

Age discrimination has some special aspects that make it different from other types of employment discrimination. A few of these are discussed below.

Disability Discrimination

Disability Discrimination

Disability rights protected by disability employment statutes protect disabled workers from discrimination. Disability discrimination includes a wide variety of situations involving wrongful termination, failure to hire or promote, and other mistreatment of employees based on disability status. At The Law Office of Bowman and Associates, APC, we help people who have been the victims of disability discrimination.

The Americans with Disabilities Act, or ADA, protects people with disabilities from discrimination. Employers are required to make reasonable accommodations to allow people with disabilities the opportunity to work like every other American. A failure to accommodate can lead to a discrimination lawsuit. The ADA protects people from being fired because of a disability, but it also protects people from being fired for a perceived disability, even where the disability does not exist. When the disability is unrelated to job performance, employers are not allowed to fire or refuse to hire the disabled person.

National Origin Discrimination

National Origin Discrimination

Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1866 prohibit an employer from discriminating against an employee because of the employee’s national origin or ethnic background. This prohibition applies to decisions to hire, fire, promote, demote, set compensation and other terms and conditions of employment. Likewise, an employer may not discriminate because an employee is married to or associated with someone of a national origin group, is a member of a specific ethnic promotion group, attends a school, church, temple or mosque generally associated with a national origin group, or has a surname associated with a national origin group.

An employer may not discriminate against an individual because he or she has an accent or particular manner of speaking. Similarly, an “English Only” rule in the workplace may be deemed discriminatory. Employers may not harass an employee on the basis of national origin or ethnic background, and are prohibited from retaliating against an employee who complains about national origin discrimination or who refuses to participate in discriminatory employment practices.

Pregnancy Discrimination

Pregnancy DiscriminationWomen often face hard decisions, but they should not have to choose between their jobs and their families. At The Law Office of Bowman and Associates, APC, California, we know that pregnant women often face illegal pressures and discrimination at work. We believe pregnancy discrimination should not force you out of the workplace, so we fight hard to protect your rights.

Many circumstances experienced by pregnant women are illegal and actionable in court:

  • Employer fails to hire because of pregnancy.
  • Employer denies promotion because of pregnancy.
  • Employer denies unmarried woman medical benefits for pregnancy.
  • Employer demotes because of pregnancy.
  • Employer fires or lays off woman because of pregnancy.
  • Employer prohibits or limits employee’s maternity leave.
  • Employer denies pregnancy leave to employee experiencing high-risk pregnancy.
  • Employer denies or interferes with pregnancy-related disability leave.
  • Employer retaliates against a woman who requests pregnancy-related leave or sick days.
Racial Discrimination

Racial Discrimination

The Law Office of Bowman and Associates, APC represents employees who have been discriminated against on the basis of race and color, in violation of Section 1981 of the Civil Rights Act of 1866; Title VII of the Civil Rights Act of 1964; California State and City law, as well as under the laws of other states. We have represented employees and applicants for employment who have been discriminated against because of their race with regard to hiring, termination, promotion, compensation, job training, and other terms, conditions or privileges of employment.

Ethnic slurs, and offensive or derogatory racial comments deserve no protection in the workplace. When such conduct results in an intimidating, hostile or offensive work environment or otherwise interferes with an employee’s ability to perform the job, such conduct constitutes racial harassment and discrimination. The Law Office of Bowman and Associates, APC, is especially committed to asserting the rights of employees who have been affected by racial harassment.

Religious Discrimination

Religious Discrimination

Discrimination because of religious beliefs is illegal according to Title VII of the Civil Rights Act of 1964. There are several provisions listed that show employers are required to try and provide reasonable accommodation for an employee to practice their religion as long as they do not cause the employer “undue” hardship. One provision states that employers may not treat applicants or employees better or worse than other employees because of their religious beliefs and/or practices – except to the extent they can make a religious accommodation. For example, an employer may not refuse to hire individuals of a certain religion, or may not impose more or different work requirements on an employee because of that employee’s religious beliefs or practices.

This may seem odd to most Americans, but employees cannot be forced to participate — or be purposely excluded — in a religious activity (like a Christmas party) as a condition of employment or for positive performance reviews. However, employers must also reasonably accommodate an employee’s earnestly held religious practices unless doing so would impose a gratuitous hardship on the employer. Any adjustment to the workplace would be considered a logical religious accommodation and will allow the employee to practice his religion. An employer might do something like: modification of grooming requirements, job reassignments and lateral transfers, flexible scheduling, voluntary substitutions or swaps, and other work related practices, policies and/or procedures.

WHAT OUR CLIENTS SAY

– Darlene W.

I have had this firm represent me through a divorce and Roger Kosla has really been great. My case was to be a slam dunk until my husband turned it into a nightmare. I am very pleased with the way Roger has handled everything that has come at him in my case. Excellent firm!

– Darlene W.

2016-05-26T02:26:57+00:00

– Darlene W.

I have had this firm represent me through a divorce and Roger Kosla has really been great. My case was to be a slam dunk until my husband turned it into a nightmare. I am very pleased with the way Roger has handled everything that has come at him in my case. Excellent firm!

– David M.

This firm went way above the call in regards to my case – attorney Ken Torkelson is a fantastic lawyer with lots of wit and experience. I would call them first anytime in the future when the need arises. And will refer this office to all my friends and family with their needs.

– David M.

2016-05-26T02:35:16+00:00

– David M.

This firm went way above the call in regards to my case – attorney Ken Torkelson is a fantastic lawyer with lots of wit and experience. I would call them first anytime in the future when the need arises. And will refer this office to all my friends and family with their needs.

– Heather A.

Fantastic! Robert has been an incredible help during a very stressful, constant custody battle.  He's always been there to answer the phone and provide advice, drastically lowering my stress level and anxiety.  He was right, it takes a little time, but our court arrangement is finally both in the best interest of my son and fair to me.

– Heather A.

2016-05-26T02:39:24+00:00

– Heather A.

Fantastic! Robert has been an incredible help during a very stressful, constant custody battle.  He's always been there to answer the phone and provide advice, drastically lowering my stress level and anxiety.  He was right, it takes a little time, but our court arrangement is finally both in the best interest of my son and fair to me.

– Brent

I have used Bowman and Associates for a number of issues including custody, business legal advice and DUI. Robert Bowman is an excellent, caring attorney. He takes the long view on custody and business issues, provides sound advice, and works tirelessly on my behalf. I will continue to use Mr. Bowman and his team of attorneys and legal staff for many years to come.

– Brent

2016-05-26T02:40:28+00:00

– Brent

I have used Bowman and Associates for a number of issues including custody, business legal advice and DUI. Robert Bowman is an excellent, caring attorney. He takes the long view on custody and business issues, provides sound advice, and works tirelessly on my behalf. I will continue to use Mr. Bowman and his team of attorneys and legal staff for many years to come.

– Laurel K.

My husband and I cannot say enough good things about this law firm!  Of course, we're happy and relieved we won our case and the judge granted our civil harassment restraining order. Every person I came in contact with at the firm was friendly, professional and always always helpful.

– Laurel K.

2016-05-26T03:44:59+00:00

– Laurel K.

My husband and I cannot say enough good things about this law firm!  Of course, we're happy and relieved we won our case and the judge granted our civil harassment restraining order. Every person I came in contact with at the firm was friendly, professional and always always helpful.

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