Housing & Employment Law
We focus our practice on representing clients in litigation, arbitrations and other disputes, with a specific focus on cases involving employment law, partnership and other business-ownership disputes, fraud and whistleblower litigation, real estate litigation and other complex and high-stakes commercial and personal injury litigation
Under California law, if an employer discharges or fires an employee in a manner that violates their legal rights, it may constitute “wrongful termination.” California has adopted the legal concept of “employment at will,” which means that when there is no employment contract or legal entitlement (such as a right derived through a union contract), either employees or employers have the right to terminate the relationship for any reason BUT the employer may not terminate the employer-employer relationship for discriminatory, harassing, or retaliatory reasons.
Both California and Federal laws define sexual harassment as unwanted sexual conduct of two main types: (1) quid pro quo harassment, and (2) hostile environment harassment. Generally, sexual harassment includes unwelcome sexual advances, requests for sexual relations or other verbal or physical conduct of a sexual nature. Quid pro quo sexual harassment occurs when an employer, or an employer's agent, implicitly or explicitly attempts to make submission to sexual demands a condition of employment.