How does a Glendale workplace discrimination claim move forward?
After you report workplace discrimination in Glendale, your claim typically starts with an administrative filing before moving to court. This usually means filing a complaint with an agency like the California Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC).
These agencies investigate and attempt to resolve disputes through mediation or other means. If the agency closes its investigation or issues a "right-to-sue" letter, you can then file a lawsuit in the appropriate court.
What is the deadline to file a Glendale workplace discrimination claim?
Most California personal injury claims must be filed within two years (Cal. Code Civ. Proc. § 335.1), but workplace discrimination claims often have different deadlines. For example, a complaint with the California Civil Rights Department (CRD, formerly DFEH) must usually be filed within one year from the date of the discriminatory act.
If your claim involves a public entity in Glendale, you must first present a written claim to that public entity within six months of the incident (Cal. Gov. Code § 911.2). Failing to meet these strict administrative deadlines can permanently bar your right to sue. While the deadline is generally paused while an injured person is a minor (Cal. Code Civ. Proc. § 352), this pause does not apply to claims against public entities (Cal. Code Civ. Proc. § 352(b)). Always confirm the specific deadline that applies to your situation with an attorney.
California law allows recovery for several types of harm in workplace discrimination cases. You may pursue compensation for lost wages and benefits, emotional distress, and sometimes punitive damages, which punish the employer for egregious conduct. What a claim is worth depends on the specific facts.
Where do you file a Glendale workplace discrimination lawsuit?
If you file a lawsuit for workplace discrimination originating in Glendale, your case is generally filed in the Superior Court of California, County of Los Angeles. For cases from Glendale, this will be at the Burbank Courthouse, located at 300 E Olive Ave, Burbank, CA 91502.
In Los Angeles County, a personal injury case is filed in the judicial district where the incident occurred and is assigned to that district's Personal Injury Hub department (LASC Local Rule 2.3; General Order re Assignment and Transfer of Personal Injury Cases, effective May 17, 2024). Workplace discrimination claims often follow similar jurisdictional rules. You should confirm the correct filing location for your specific claim.
What kinds of workplace discrimination does California law prohibit in Glendale?
California law protects Glendale employees from discrimination based on various protected characteristics. This includes discrimination based on race, color, ancestry, national origin, religion, creed, age (40 and over), disability (mental and physical, including HIV/AIDS), sex (including pregnancy, childbirth, breastfeeding, and related medical conditions), gender, gender identity, gender expression, medical condition (cancer and genetic characteristics), genetic information, marital status, sexual orientation, military and veteran status, or political affiliation.
These protections extend to all aspects of employment, from hiring and firing to promotions, pay, job assignments, and benefits. If an employer treats you unfairly because of one of these characteristics, you may have a workplace discrimination claim. Our firm focuses on Workplace Discrimination and other employee rights cases.
Workplace discrimination can take many forms, including overt acts like being fired or denied a promotion, or more subtle issues like harassment or being subjected to a hostile work environment. It also includes retaliation if an employer takes negative action against you for complaining about discrimination or participating in an investigation.
What should you do after experiencing workplace discrimination?
- Document everything: Keep detailed records of discriminatory incidents, including dates, times, locations, individuals involved, and specific comments or actions. Save any relevant emails, text messages, or performance reviews.
- Report the discrimination internally: Follow your employer's internal complaint procedures, if available. Report the discrimination to HR or a supervisor, even if you are unsure about whether you have a formal claim.
- Do not quit your job immediately: Quitting might impact your ability to recover certain damages, such as lost wages. An attorney can advise you on the best course of action.
- Seek medical or psychological help if needed: Discrimination can cause significant emotional distress. Documenting any professional help you seek can be important for your claim.
- Speak with an attorney: An attorney can help you understand your rights, evaluate the strength of your claim, and guide you through the complex administrative and legal processes. They can help you determine the appropriate agency to file with and the relevant deadlines.
What does working with Casa Legal Los Angeles involve?
When you work with Casa Legal Los Angeles, we start by listening to your experience and gathering the facts of your situation. We then explain your legal options and develop a strategy tailored to your specific workplace discrimination claim. We handle all communication with your employer and relevant agencies, building your case and negotiating on your behalf.
We work to protect your rights throughout the process. If a resolution cannot be reached through negotiation or administrative processes, we are prepared to represent you in court. Our goal is to achieve the best possible outcome for your claim, working to secure the compensation you deserve for the harm you have suffered.
We also help Glendale residents with other employment law matters, including employee rights and severance agreements.
Frequently Asked Questions
What is the California Civil Rights Department (CRD)?
The California Civil Rights Department (CRD), formerly known as the Department of Fair Employment and Housing (DFEH), is the state agency responsible for enforcing California's civil rights laws. This includes investigating and prosecuting claims of workplace discrimination and harassment under the Fair Employment and Housing Act (FEHA). You generally must file a complaint with the CRD before you can sue your employer in court for discrimination.
Can my employer fire me for reporting discrimination in Glendale?
No, California law prohibits employers from retaliating against employees for reporting workplace discrimination or participating in an investigation. Retaliation includes adverse actions like firing, demotion, reduction in pay, or harassment. If you believe you have been retaliated against, you may have a separate retaliation claim in addition to your discrimination claim.
How long does a workplace discrimination case take to resolve?
The timeline for a workplace discrimination case varies widely depending on the facts, the employer's willingness to negotiate, and whether the case goes to trial. Some cases resolve relatively quickly through settlement or administrative processes, while others can take several years if they proceed through litigation. The administrative process with the CRD can take many months before a lawsuit can even be filed.
Do I have to pay attorney's fees upfront for a discrimination claim?
Many workplace discrimination cases are handled on a contingency fee basis. This means you do not pay attorney's fees unless we win your case. Casa Legal Los Angeles operates this way: no attorney's fees unless we win — and no case costs either. This arrangement allows you to pursue your claim without worrying about upfront legal expenses.
If you believe you have experienced workplace discrimination in Glendale, contact Casa Legal Los Angeles today. We pursue the full compensation available under California law. Call us at 888-585-2529 to discuss your situation. This content provides general legal information and is not legal advice, nor does it create an attorney-client relationship. Deadlines have exceptions and must be confirmed with an attorney for your specific facts.