Shirazi Law Firm

1) Wrongful termination, such as retaliation for complaining about illegal conduct such as discrimination, harassment, or whistleblowing for any violation of state or federal law (including complaints to the employer or to outside agencies). 2) Being discriminated or harassed based on one of a dozen protected categories (such as race, gender, disability, pregnancy, medical condition, etc...) Harassment includes not just sexual harassment, but harassment based on one of these 12 protected categories. 3) Terminated for requesting medical leave. 4) And many more. See www.shirazilawfirm.com for more

No. In California, Pregnant women are entitled up to 4 months of pregnancy leave under its Pregnancy Disability Leave Law. In addition, the California Family Rights Act requires employers to provide 12 weeks of job-protected leave to employees to bond with a new child (or to care for a family member with a serious health condition or the employee has a serious health condition.) Moreover, employees who continue to be temporarily disabled (i.e postpartum) past this time are entitled to additional medical leave. This applies to employers with five or more employees.

No, with limited exceptions. Medical leave under FMLA/CFRA provides up to 12 weeks of unpaid leave. This leave can be taken all at once or spread out. But, employees have significantly more protection under California’s Fair Employment and Housing Act. The need for medical leave is a request for a reasonable accommodation. Depending on the size of the company, the employee’s position, and other factors, medical leaves of 1-2 years have been considered reasonable. Employers who terminate employees for needing additional medical leave, even if it’s for over a year total, are in violation of the law. Some employers summarily terminate an employee because they have exhausted 12 weeks of FMLA/CFRA. That is illegal. It is also illegal when employers have maximum medical leave policies. An employer cannot simply fire an employee because it has a “rule” that 6 months of medical leave is their cap. This applies in CA to employers with 5 or more employees.

Contact an employment lawyer immediately. Complain to management and/or HR in writing. It is illegal to harass an employee based on their: Race National origin Medical Leave or Condition Sexual Orientation Age (40+) Gender Pregnancy Religion Disability Military Service Marital Status Employers cannot retaliate against an employee for reporting or complaining about such harassment.

When searching online make sure he/she: 1) Focuses on employment law. If the lawyer also practices other areas (ie personal injury) this should be a warning sign. In big cities like Los Angeles, employment law is very specialized. 2) Is an experienced attorney. Usually you want an attorney with at least 15 years of experience. How good your lawyer is will likely have an effect on how much or whether you can recover damages at all. 3) Is accomplished in the field. Look to see what awards the attorney has received; if they speak at legal conferences; and that they are members of employment law bar association groups. 4) Is praised by clients. One way to see if you will be a happy client is to see what other clients’ experiences are. 5) Will handle your case individually. Aim for smaller firms. At larger law firms your case will likely be handled by some recent law school graduate. 6) Has trial experience.

No. Cases are taken on a contingency basis. Meaning we only get paid from any recovery we get you.

Yes, we offer free confidential case evaluations to see if we will take your case.