Effective California Mediator
Case Results: Employment
SEXUAL HARASSMENT claim by employee for inappropriate
SEXUAL HARASSMENT claim by employee for inappropriate conduct by co-worker and inadequate investigation of such conduct by employer. Employee claimed that she was required to change her schedule and job description, whereas co-worker suffered no adverse consequences as a result of the INAPPROPRIATE CONDUCT.
SEXUAL HARASSMENT claimed by former employee who
SEXUAL HARASSMENT claimed by former employee who resigned after long term employment. Employer claimed that employee/office manager had wrongfully overpaid herself wages over the course of the years of employment. Claim included FEHA violations and potential attorney’s fee award.
SEXUAL HARRASMENT case in which plaintiff claimed
SEXUAL HARRASMENT case in which plaintiff claimed that she was demoted and eventually pushed from her job after she had a sexual relationship with the CEO of the company. Defendant claimed that the relationship was consensual, and that any employment consequences were not related to the relationship.
WAGE AND HOUR claim by former employee
WAGE AND HOUR claim by former employee alleging failure to provide for MEAL AND REST BREAKS. Employee also alleged improper calculation of OVERTIME and sought penalties and attorneys’ fees.
WAGE AND HOUR CLASS ACTION brought by
WAGE AND HOUR CLASS ACTION brought by representative plaintiff against former employer for alleged labor code violations of meal, break time and off the clock work. Matter settled before class certification.
WRONGFUL TERMINATION action based on AGE DISCRIMINATION,
WRONGFUL TERMINATION action based on AGE DISCRIMINATION, in which former employee who worked as an insulation installer was terminated after eight months of employment. Issues involved whether reasons given for termination were PRETEXTUAL and whether employee was adequately COUNSELED about job performance.
WRONGFUL TERMINATION AND DISABILITY DISCRIMINATION action by
WRONGFUL TERMINATION AND DISABILITY DISCRIMINATION action by former construction worker against employer. Worker sustained injury which employer claimed he failed to promptly report. Worker alleged that the injury was reported and that the employer failed to offer a REASONABLE ACCOMODATION for his condition. Worker was terminated after slowdown in business, which worker claimed was RETALIATORY, but which employer claimed was for economic reasons.
WRONGFUL TERMINATION matter in which employee claimed
WRONGFUL TERMINATION matter in which employee claimed that he was terminated for having exercised his right to take unpaid parental leave, whereas employer claimed his termination was for valid business reasons.
Settled case by former employee of HOTEL
Settled case by former employee of HOTEL HOSPITALITY COMPANY for claims of WRONGFUL TERMINATION, DISCRIMINATION, and FAILURE TO ENGAGE in the interactive process, after employee became ill and disabled from continuing in his current position. Employer asserted that employee was never eligible to resume work, and that a permanent leave is not a REASONABLE ACCOMMODATION.
Settled case by former employee of major
Settled case by former employee of major HEALTH CARE FACILITY for claims of RETALIATION after employee was injured and pursued claim under WORKERS’ COMPENSATION system. Employer claimed that employee voluntarily resigned, and that his injury and subsequent workers’ compensation claim were unrelated to the TERMINATION of his employment.
Settled high conflict case with allegations of
Settled high conflict case with allegations of SEXUAL HARASSMENT, ELDER FINANCIAL ABUSE and BREACH OF EMPLOYMENT CONTRACT involving HOME CARE WORKER and employer. Issues involved difficulty in characterizing the multi dimensional relationship between the parties, and whether labor laws applied and were breached.
Settled WORKPLACE SEXUAL HARASSMENT claim by young
Settled WORKPLACE SEXUAL HARASSMENT claim by young employee who alleged inappropriate conduct by direct MANAGER. Employer claimed it acted appropriately and terminated manager once circumstances were reported by employee. Damages were claimed for EMPLOYEE’S EMOTIONAL DISTRESS.