The attorneys of Lázaro Law Group represent employees and individuals in workplace discrimination and sexual harassment lawsuits, wrongful or retaliatory discharge cases, sex discrimination and glass ceiling claims, and other employee rights matters, including sexual assault cases and civil rights matters.
Employment Agreements & Severance Packages
A severance agreement is an important legal document that can impact your life and your career. Severance packages, and the situations in which they arise, vary greatly. Some agreements are fair and balanced and do not need substantial modification. Others need to be re-negotiated. In some cases, we cannot increase the amount offered, in others, our representation has increased the severance amount by tens of thousands of dollars.
The first step is to analyze the agreement and learn more about your situation. We can then educate you regarding the obligations the contract imposes on you and your employer--and what rights you may be waiving if you sign the agreement--as well as the impact of any restrictive covenant in the agreement, including non-compete and non-solicitation clauses. In many cases, that is all you need. But in some cases, we go further and negotiate significant modifications of the terms and the amount of severance and benefits provided.
Retaliation is prohibited by Title VII of the Civil Rights Act as well as the Americans with Disabilities Act, the Equal Pay Act and the Age Discrimination in Employment Act.
Retaliation occurs when an employer takes negative actions against you because you have complained about illegal conduct, including discrimination, harassment, or failure to pay wages. The reason for laws prohibiting retaliation is simple: anti-discrimination and harassment laws are enforced almost entirely through employee complaints. If employees could be punished or fired for complaining for protesting and/or refusing to participate in illegal conduct in the workplace, employers could break the law with impunity.
One of the clearest forms of retaliation is firing an employee for reporting discrimination. However, other forms of retaliation include:
Refusing to promote you even though you're the best-qualified candidate for the job
Reducing your hours severely
Reassigning you to a less desirable job
Negative reviews that are not justified by the facts
Creating or knowingly allowing a hostile work environment because of the discrimination complaint
If you feel as though you have been the victim of retaliation, contact out attorneys today to take action.
Sexual harassment in the workplace is a form of gender discrimination that violates Title VII of the Civil Rights Act of 1964. It can be characterized by undesired sexual advances, demands for sexual favors and other unwarranted actions with sexual connotation.
Below are some important considerations:
The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
The harasser's conduct must be unwelcome.
We are advocates for victims of sexual harassment. You do not have to tolerate it. You also have the right to report sexual harassment to your supervisor or Human Resources Department, or if it continues, you can take action to stop it through legal action and our attorneys are here to help you every step of the way.
Illegal discrimination, for example on the basis of age, sex, disability, race, religion or pregnancy, takes many forms and can range from offensive comments, to unequal and disparate pay, to wrongful termination.
Disability discrimination occurs when an employer treats an employee or applicant unfavorably because she has a disability and/or is perceived to have a disability. The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer.
Age discrimination in the workplace is similarly prohibited under the law. It is unlawful for an employer to discriminate against a person because of his or her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.
Pregnancy discrimination involves treating a woman unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer must treat her in the same way as it treats any other temporarily disabled employee. For example, the employer may have to provide light duty, alternative assignments, disability leave, or unpaid leave to pregnant employees if it does so for other temporarily disabled employees.
Sex discrimination involves treating someone unfavorably because of that person's sex. Discrimination against an individual because of gender identity, including transgender status, or because of sexual orientation is discrimination because of sex in violation of Title VII.
Race discrimination involves treating someone unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features). Color discrimination involves treating someone unfavorably because of skin color complexion. Race/color discrimination also can involve treating someone unfavorably because the person is married to (or associated with) a person of a certain race or color. Discrimination can occur when the victim and the person who inflicted the discrimination are the same race or color.