In California, a government entity can be liable for negligent or intentional acts of its employees committed by a private individual or company. In case a person has injuries as a result of some governmental action, there are some certain rules he must follow to successfully establish his legal rights.
The government entity or agency that is responsible for the employee, property, or carrying out a duty in a California Tort Claims Act suit is usually the government entity or agency that is responsible for the employee, property, or carrying out a duty. The CTCA covers state, county, and local government agencies and departments, as well as city and municipal government agencies.
According to California law, there are very strict deadlines to sue the government. A person must file a claim within six months of the date of his injury if he intends to sue a governmental entity or agency in California. In case the claim is not filed within the six-month period, it will be barred by law. This rule is also applicable to minors. Though in some certain limited cases a person can obtain relief from the court to file a claim within 1 year after the injury.
The damage victim must send notice of his or her claim to the State of California, a county government, or a municipal government agency in order to file a claim against them. 6 This could include submitting a report or sending a letter that serves as notice if it meets all of the relevant criteria. Many agencies and towns, on the other hand, provide claim forms that individuals can fill out to notify them of a claim.
Government claims in California must include the following:
If you don't submit all of the information that is a requirement, they may reject your claim. Other reason could be if you didn't file a claim within the time limits.
You have two options for resolving your federal government dispute. First, you'll have the opportunity to negotiate an out-of-court settlement with the government attorney assigned to your case during the administrative claim procedure. If you file a case in federal court, you'll get a second chance to bargain with a new team of lawyers from the Department of Justice. A claimant is entitled to recover damages against the government in the same manner as he would be allowed to recover against a private company, including:
There are two major exceptions in recovering damages in a case against the government:
If you have been injured as a result of governmental negligence, then you may be entitled to compensation. If that is the case, contact our Glendale lawyer today for a consultation and case review. This type of lawsuit is an extremely complex legal process. Please feel free to give our office a call at 310.943.1171.
Calling off work due to getting sick is the worst. As a result, you lose days of wages and puts financial pressure for a lot of hard workers. The COVID-19 pandemic brought unpredicting challenges to workplaces and individuals across California. Employees faced illness, quarantine requirements, and caregiving responsibilities, often leading to lost wages and financial strain. Fortunately, California's Short-Term Disability Insurance (SDI) program provides crucial financial support to eligible workers who need time off work due to COVID-19. At KAASS LAW, we understand the complexities of navigating SDI benefits and are dedicated to helping individuals access the support they need during challenging times. The following provides comprehensive information about California SDI benefits for COVID-19, including eligibility requirements, benefit amounts, and how to apply.
The short-term disability (SDI) insurance program provides short-term benefit payments to employees who are off work due to a non-work-related injury or illness. State of California has announced numerous changes in SDI rules in response to the COVID-19 outbreak.
To receive short-term disability benefits in California, a person is required to meet the following requirements:
The Fair Employment and Housing Act provides protection to employees from illegal employment practices. Employers are subject to the Fair Employment and Housing Act in case they have five or more employees. Under FEHA, an employer is prohibited from taking adverse action against his employee based on discrimination or retaliation. The Fair Employment and Housing Act also provides protection to employees from harassment, failing to take necessary steps to prevent harassment and discrimination, and failing to provide reasonable accommodations for pregnancy or mental or physical disability.
Workplace harassment and discrimination can be in different forms, including cases of:
Like residential and other commercial property owners, hotel owners have a duty of reasonable care and keep the property in a safe condition by discovering unsafe conditions and replacing, repairing, or giving adequate warning of a dangerous condition that can cause injury or harm to someone.
According to CACI 1001, hotel owners are legally responsible for dangerous and unsafe conditions that they either knew about or should have reasonably known. According to California law hotel owners are particularly required:
Hotel owners are also liable for the acts of their employees who are acting within the course and scope of their employment in case they create a dangerous or unsafe condition that can cause injury to someone. the hotel owner is presumed to have notice of that condition, by law. Hotels aren’t legally liable for injuries caused by unforeseeable events. A hotel can be responsible for failing to protect the visitors and guests from criminal acts in case it fails to provide chain locks, deadbolt locks, peepholes indoors, and other security devices to avoid contact with criminals.
Electricity powers our modern world, but it also poses significant dangers. Electrocution and electric shock accidents can cause devastating injuries, including burns, nerve damage, cardiac arrest, and even death. At KAASS Law, we understand the profound impact these accidents can have on individuals and their families. We commit to helping victims of electrocution and electric shock accidents seek justice and obtain the compensation they deserve. The following will explore the causes and consequences of these accidents, highlighting your legal rights and how we can help you navigate the complex legal process.
Electric shock injury happens when a person’s body becomes part of an electric circuit, the electricity flows between parts of the body or through the body to the ground. Symptoms of an electric shock injury depend on the current’s frequency, the path through the body, the amount of current flowing through the body, and the length of time the body remains in the circuit.
Injuries resulting from electrocution and electrical shocks include the following:
Stairways, a seemingly mundane part of our everyday lives, can pose significant hazards if not properly constructed or maintained. A simple misstep on a faulty staircase can lead to devastating injuries, including broken bones, spinal cord injuries, and traumatic brain injuries. In California, property owners have a legal responsibility to ensure the safety of their premises, including stairways. If you've been injured in a stairway accident, understanding your rights and the complexities of premises liability law is crucial. At KAASS Law, we are committed to helping victims of stairway accidents seek justice and obtain the compensation they deserve.
Here are some specific reasons that most stairway falls occur:
California law recognizes the importance of providing equal opportunities for individuals with disabilities in the workplace. The Fair Employment and Housing Act (FEHA) mandates that employers provide reasonable accommodations to employees and job applicants with disabilities, enabling them to perform their job duties and participate fully in the workplace. At KAASS Law, we are dedicated to upholding the rights of individuals with disabilities and ensuring that employers fulfill their legal obligations. The following will explore the intricacies of reasonable accommodation under FEHA and how we can help if your rights have been violated.
The Fair Employment and House Act provides protection to employees from illegal employment practices. Employers are subject to the Fair Employment and Housing Act in case they have five or more employees. According to the Fair Employment and Housing Act, employers who have five or more employees are required to provide reasonable accommodation in California for individuals with a mental or physical disability to perform essential functions of their jobs.
California has long been at the forefront of protecting the rights of LGBTQ+ individuals, and the workplace is no exception. The Fair Employment and Housing Act (FEHA) prohibits discrimination and harassment based on sexual orientation and gender identity. This is guaranteeing that all employees have the right to a safe and inclusive work environment. At KAASS Law, we are dedicated to upholding these rights and fighting for justice when they are violated. The following will explore the issue of workplace discrimination and harassment based on sexual orientation and gender identity in California. As a result, we are attempting to explain your rights and how we can help.
The Fair Employment and Housing Act apply to employers with five or more employees. The exception is the cases of harassment, where there is no minimum employer size. The FEHA also applies to labor unions, employment agencies, state licensing boards, and state and local governments. Though, the FEHA doesn’t provide protection for federal employees. According to the California Fair Employment and Housing Act, (), it is illegal for an employer to fire, fail to hire, or discriminate in any way against a person on the basis of their sexual orientation. Sexual orientation can mean homosexuality, bisexuality, and heterosexuality. Furthermore, includes the perception that a person has some characteristics or in case a person actually has the characteristics of a type of sexual orientation.
The California workplace is destine to be a safe and fair environment where employees can contribute their skills and talents without fear of reprisal. However, the unfortunate reality is that workplace retaliation remains a pervasive issue, affecting individuals across various industries and professions. Retaliation can take many forms, from subtle acts of intimidation to outright termination, and it can have devastating consequences for those who dare to speak out against wrongdoing or assert their legal rights.
At KAASS Law, we believe that everyone deserves a workplace free from fear and intimidation. We dedicated in empowering employees with knowledge about their rights. Additionally, we strive for fearless legal representation to those who are victims to unlawful retaliation from unjust employers. The following will explore the issues of workplace retaliation in California. Importantly, we attempting to navigate our clients by explaining their rights and how we can help if you are a victim in the workplace. First, we need to uncover what workplace retaliation really is and then take steps on resolving this issue.
Workplace retaliation occurs when an employer takes adverse action against an employee because the employee has engaged in a protected activity. California law prohibits retaliation against employees who. Workplace retaliation can include any of the following actions:
On July 1, 2018, California’s Fair Employment and Housing Commission regulations expand its protections against “national origin discrimination" under the FEHA. Fair Employment and Housing Act apply to public employers in California. National origin discrimination is serious, and we must actively enforce zero tolerance everywhere, at all times. California takes pride in its diversity, and the law reflects this commitment to inclusivity. The Fair Employment and Housing Act (FEHA) provides robust protections against workplace discrimination, including discrimination based on national origin. At KAASS Law, we champion the rights of employees and strive to create workplaces free from prejudice and bias. The following will explore national origin discrimination under FEHA and how we can help if your rights have been violated.
Enacted in September 18, 1959, FEHA was a big step on improving equality and fairness amongst all types of people in California. The Fair Employment and Housing Act (California Government Code Section 12900-12951 & 12927-12928 & 12955 - 12956.1 & 12960-12976) provides protection from harassment or discrimination in employment because of: age (40 and over), ancestry, color, creed, denial of family and medical care leave, disability (mental and physical) including HIV and AIDS, marital status, medical condition (cancer and genetic characteristics),, religion, sex, and sexual orientation. The Fair Employment and Housing Act (FEHA) also prohibits discrimination in all aspects of housing (rental, lease, terms and conditions, etc.) because of a person's disability. The definition of disability used in California exceeds the Federal definition and can be found in the housing section of the Act.
According to California law, a person is eligible for short-term disability payments in case he is incapable to work due to having coronavirus or being exposed to the novel coronavirus.
In case an employee already has a coronavirus, he must submit a medical certification signed by either by a doctor or public health officer, which must contain the following information:
In case an employee is quarantined due to COVID-19 exposure or potential exposure, he must be able to qualify for a short-term disability benefit if his quarantine is certified by a doctor or public health officer.
An employee can be able to collect short-term disability benefits in case he was laid off and searching for work at the time he became unable to work due to coronavirus or coronavirus exposure. Though in this case a person can’t collect unemployment benefits and SDI at the same time.
California has waived the seven-day waiting period for collecting benefits and an eligible employee can start to receive SDI benefits for the first day off work.
You can apply for SDI benefits online through the EDD website or by mail. When applying, you will need to provide:
Applying for and receiving SDI benefits can be a complex process, especially during the challenges of a pandemic. At KAASS Law, we are dedicated to helping individuals understand their rights and navigate the SDI system. If you have questions about SDI benefits for COVID-19 or need assistance with your claim, contact us today for a free consultation. We can help you:
If you're facing the challenges of COVID-19 and need financial or legal help, don't hesitate to seek legal assistance. KAASS Law is here to help you access the SDI benefits you deserve and protect your rights as a California worker.
Get in touch with our legal professionals at KAASS LAW for more information. [contact-form-7 id="5673" title="KAASS LAW Contact Form"]
In case there is proof that the employer failed to take the required steps to protect his employee from discrimination or harassment at the workplace, the employee may have been eligible to take legal action against his employer.
To bring a claim against the employer a plaintiff must establish the following elements:
Protected activity can include the following:
It is illegal for an employer to terminate his employee who threatened to file a charge of employment discrimination against him.
Adverse employment action according to the Fair Employment and Housing Act is an action that materially affects the conditions, terms, or privileges of employment.
An employee must file the discrimination claims within the Department of Fair Employment and Housing within 1 year from the date of the discrimination.
Filing a complaint with the DFEH is required before the employee can file a lawsuit pursuant to the Fair Employment and Housing Act. An online form to file a complaint against an employer can be found on the DFEH website.
When a plaintiff files a complaint with the Department of Fair Employment and Housing, he/she can either:
Thus, an employee is only eligible to file a lawsuit over the Fair Employment and Housing Act retaliation or discrimination after getting a "right to sue" notice from the Department of Fair Employment and Housing.
Are you in need of legal assistance from an attorney who specializes in employment law? Contact our Los Angeles employment law attorney at (310) 943-1171 for a free consultation. [contact-form][contact-field label="Name" type="name" required="true" /][contact-field label="Email" type="email" required="true" /][contact-field label="Website" type="url" /][contact-field label="Message" type="textarea" /][/contact-form]
Common causes of hotel injuries include the following:
To establish the hotel owner’s negligence in a premises liability claim, the plaintiff must be able to prove the following elements:
In California, a victim has two years to file a premises liability lawsuit against the hotel.
If you or a loved one has been injured in a hotel accident, we invite you to contact our Glendale personal injury attorney at (310) 943-1171 for a free consultation.
Electric shock and electrocution accidents often occur in the workplace. Most electrical accidents result from unsafe equipment or installation, unsafe work practices, or an unsafe environment. Here is the list of workplaces in the United States with the highest rates of electrical accidents and electrocution rates:
When an electric shock and electrocution accidents injury happens in the workplace, the claim is usually covers workers' compensation, which provides lost income payments and medical care to the injured persons. Mostly work injuries in the workplace don't need to prove the employer's fault to get workers' compensation.
Usually, electric shock accident claims are based on negligence and to recover damages after an accident, the plaintiff must be able to establish the following elements:
When an electrical shock happens on another person's property, the property owner can be liable for dangerous conditions which existed on that property. In a premises liability personal injury lawsuit, the plaintiff must be able to prove the following elements:
Determining liability in electrocution and electric shock accidents can be complex. Potential liable parties may include:
Damages a person may be entitled to for an electrocution injury are the following:
KAASS Law: Fighting for Justice in Electrocution and Electric Shock Cases
At KAASS Law, we have a proven track record of success in representing victims of electrocution and electric shock accidents. We can help you:
Don't Face This Alone
Electrocution and electric shock accidents can have devastating consequences. If you or a loved one has been injured in such an accident, don't hesitate to contact KAASS Law. We are dedicated to protecting your rights and fighting for the justice you deserve.
For a free consultation with experienced lawyers from KAASS LAW with proven results, call us at (310) 943-1171.
Falling on a stairwell can result in serious injuries or even death to the person. California has a number of safety code regulations concerning staircases. Common safety regulations include:
To prove the property owner’s fault the plaintiff must be able to establish the following:
The court also takes into consideration whether the plaintiff had a reasonable purpose for being on the stairs, was acting recklessly and his carelessness contributed to the accident.
California law operates under the principle of "premises liability," which holds property owners and occupiers accountable for maintaining safe conditions for visitors on their property. This includes:
California follows a "pure comparative negligence" rule. This means that even if you were partially at fault for the accident, you can still recover damages. However, your compensation will be reduced in proportion to your degree of fault. For instance, if you are found 20% at fault, your damages will be reduced by 20%.
In California, you generally have two years from the date of the accident to file a personal injury lawsuit for a stairway accident. It's crucial to act promptly to avoid losing your right to seek compensation.
Stairway accident cases can be complex. Proving negligence and navigating insurance claims requires legal expertise. An experienced personal injury attorney can help you:
If you've been injured in a stairway accident in California, don't hesitate to seek legal help. Understanding your rights and taking the right steps after an accident can make a significant difference in your ability to recover compensation and get back on your feet.
If you or a loved one has been injured in a stairway accident, we invite you to contact our Glendale personal injury attorney at (310) 943-1171 for a free consultation. [contact-form-7 id="5673" title="KAASS LAW Contact Form"]
Reasonable accommodation in the workplace can include, but is not limited to:
An employer is not required to provide reasonable accommodation if the employer would suffer an undue hardship.
California Government Code Section 12926 (u) defines an undue hardship as, "an action requiring significant difficulty or expense."
To determine whether an undue hardship exists the courts look at the following factors:
When the applicant or employee requests reasonable accommodations the employer is required to initiate an interactive process. Under California law, it is illegal for an employer to fail to involve in a timely and good-faith interactive process. The main aim of this process is to remove barriers that keep people with disabilities from performing jobs that they could perform with some form of accommodation.
To prove the claim of failure to accommodate a disability a plaintiff must establish the following:
For purposes of this claim, a person doesn’t have to establish that he/she suffered an adverse employment action as a consequence of his/her disability. According to the California FEHA, an employer’s failure to reasonably accommodate a person is a violation of the statute.
Damages depend on the level of the discrimination and the type of harm to the employee and can include monetary damages, equitable remedies, and punitive damages Money damages include:
If you believe your employer has failed to provide reasonable accommodation or has engaged in discriminatory practices related to your disability, it's crucial to seek legal counsel. At KAASS Law, we have extensive experience representing employees in disability discrimination and reasonable accommodation cases. We can help you:
If you believe you have been denied a reasonable accommodation by your employer we invite you to contact our Los Angeles disability discrimination attorneys at (310) 943-1171 for a free consultation.
You have the right to a workplace that supports your abilities and provides the necessary accommodations for you to thrive. If you're facing challenges related to reasonable accommodation, contact KAASS Law today for a free consultation. We're here to help you navigate the complexities of FEHA and ensure that your rights and its protection.
Sexual orientation discrimination occurs when an employer treats an employee or applicant unfairly because of their actual or perceived sexual orientation. This includes discrimination against individuals who are lesbian, gay, bisexual, heterosexual, or asexual.
Gender identity discrimination occurs when an employer treats an employee or applicant unfairly because of their gender identity, including transgender individuals, those who identify as non-binary, or those who do not conform to traditional gender norms.
Examples of sexual orientation discrimination in the workplace include the following:
A discriminated employee can file a complaint with the Department of Fair Employment and Housing (DFEH). DFEH will either investigate the complaint or issue a "right-to-sue notice. In case the DFEH finds evidence of discrimination based on sexual orientation and is not able to reach a settlement between the employer and employee, the agency can “prosecute” the case by holding a formal hearing or filing a lawsuit on behalf of the employee. In case the agency decides not to prosecute the case, the employee will receive a “right to sue” notice from the Department of Fair Employment and Housing.
A person will have one year from the date of the sexual orientation discriminatory act to get a right-to-sue notice from the Department of Fair Employment and Housing.
In case a person wins a discrimination lawsuit he may be eligible to recover the income that was lost as a result of the discrimination. The person can particularly recover:
At KAASS Law, we commit to protecting the rights of LGBTQ+ employees and creating workplaces free from discrimination and harassment. If you have experienced discrimination or harassment based on your sexual orientation or gender identity, contact us today for a free consultation. We can help you understand your legal options, navigate the legal process, and fight for the justice you deserve
If you believe that your employer has discriminated against you on the basis of sexual orientation, we invite you to contact our employment law attorney at (310) 943-1171, for a free consultation.
In California, workplace retaliation is considered illegal when the employer punishes his employees for the following actions:
The employee, who engaged in protected activity and was demoted or terminated as a result can file a claim with DFEH under the Fair Employment and Housing Act("FEHA"). In order to preserve your right, the employee must file a claim with DFEH within 1 year from the time of the retaliation. The department will investigate the claim and if there is enough evidence, proceeds with the claim. If not, the claim will be closed. Then the employee will be able to file a lawsuit against his employer. By filing a lawsuit, an employee can recover compensation for:
An employee is also protected from workplace retaliation under federal law in case he files a harassment or discrimination complaint at work either internally or to an outside body like the Equal Employment Opportunity Commission. Federal law also protects an employee who cooperates in Equal Employment Opportunity Commission investigations or serves as witnesses in EEOC litigation or investigations.
According to California Labor Code Section 1102.5, an employee can sue his employer for retaliation in case:
It is important to mention, that the employee is not required to prove the employer’s action was illegal to establish the claim. To prove a retaliation claim in California, an employee must show the following:
Very often retaliation and whistleblowing claims are discussed interchangeably however, they are not identical. Whistleblowing typically involves complaints or claims which focus on activities prohibited by law and activities that compromise public safety. A retaliation claim is more connected with individual employee rights, such as the right to speak up against harassment, the right to be paid overtime, etc.
Under California law there are the following types of retaliation claims:
At KAASS Law, we are dedicated to protecting employees from unlawful retaliation and ensuring that they can exercise their rights without fear of reprisal. If you have experienced retaliation in the workplace, contact us today for a free consultation. We can help you understand your legal options and fight for the justice you deserve. There are laws that protect you from you employment discrimination. If you believe that you are a victim of employment retaliation, from your employer, we invite you to contact our Los Angeles employment law attorney California Employee Relation Attorney today at (310) 943-1171.
The regulations clarify the definition of "national origin” and includes “the individual’s or an ancestor’s actual or perceived characteristics including:
The regulations also provide protections to “national origin groups” including geographic places of origin, ethnic groups, and countries that are not presently in existence. Under this definition, an employee’s protected national origin status includes:
The regulations also state that “undocumented employee or applicant employee” is the appropriate reference to someone who lacks authorization under federal law to be or work in the USA.
Since 2001, the State of California has prohibited employers from adopting a policy that prohibits or limits the use of any particular language in the workplace, unless the employer met certain notice requirements and a business necessity justified the restriction. The regulations also state additional restrictions on employers who limit or prohibit employees from using any language in the workplace. Workplace language restrictions are prohibited unless:
The regulations place some restrictions on immigration-related practices also. The employer cannot inquire into an employee's immigration status unless he can present clear and convincing evidence. Such an inquiry is necessary to comply with federal immigration law. It is also illegal for an employer to retaliate against or discriminate against the employee because of the employee's immigration status unless he can present clear and convincing evidence that such inquiry is necessary to comply with federal immigration law. The employer can’t take adverse action against an employee who updates or attempts to update his personal information because of a change in the name, government-issued employment documents, or social security number.
Discrimination isn't something we take for granted. These types of behaviors can put a toll on victims' livelihood and their finances. We can help and fight for any claims of potential financial compensation! At KAASS Law, we commit to fighting for workplace equality and protecting employees from all forms of discrimination. If you have experienced national origin discrimination, contact us today for a free consultation. We can help you understand your rights, navigate the legal process, and seek justice for the discrimination you have suffered.
If you believe there has been discrimination against due to your national origin, we invite you to contact our Los Angeles employment lawyer at (310) 943-1171 for a free consultation and case review.