Discrimination & Harassment

If you are an employee who has experienced discrimination or harassment in the workplace, you know all too well how painful and career-altering such conduct can be.  Generally, discrimination means less favorable treatment because of a bias against someone based on age, gender/sex, disability, national origin, religion, sexual orientation, or gender identity.  Discrimination can take many forms and can negatively affect your hiring, conditions of employment, compensation, or prospects for promotion. It can even get you fired.

Harassment involves conduct by the employer, supervisor, or co-worker that includes unwelcome advances or other conduct that is so offensive, intimidating, or abusive that it changes your work environment or even affects your performance.  We understand that harassment in the workplace can take many forms, and can dramatically harm your relationship with the employer, your opportunities for success at your job, and your emotional and physical well-being.

Outten & Golden’s attorneys represent employees who have suffered illegal discrimination and/or harassment in the workplace.  We are well-versed in the federal, state, and local laws, such as Title VII of the Civil Rights Act of 1964, that offer varying degrees of protection for employees, as well as the federal and state agencies and courts where discrimination and/or harassment claims can be filed, such as the federal Equal Employment Opportunity Commission.  We work with our clients to evaluate their discrimination and/or harassment claims and to identify and reach their goals in attaining justice for the wrong done to them.  To learn more about our firm and about the types of discrimination and harassment prohibited under the law, please click on the specific practice areas listed on the left side of this page.

(*Prior results do not guarantee a similar outcome.)

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Publications & Articles

California Employment Law

Among other important topics, California Employment Law covers the essentials of the employment relationship, including mutual rights and duties, duration, and termination; discrimination based on such factors as gender, sexual orientation, age, disability, race, religion, and national origin; workplace harassment; leaves of absence; wage and hour rules; trade secrets; employment torts; and whistleblowing.

Can Law Firm Partners Sue The Firm For Employment Discrimination?

Employment attorneys Wayne Outten and Justin Swartz. This article originally appeared in Law Journal Newsletters' Law Firm Partnership & Benefits Report, February 2004. For more information, visit www.ljnonline.com.

This article will first discuss reasons that law firms, especially large firms, are susceptible to discrimination suits by their partners. Next, it will explain two threshold requirements for law firm partners to sue their firms for employment discrimination. Both of these requirements turn on whether certain partners are deemed employees. Third, the article will discuss the Supreme Court’s Clackamas decision and lower court decisions that preceded Clackamas but used similar analyses. Finally, it will note that,under some federal and state laws, law firms are vulnerable even if their partners are not deemed employees.Discussion of: reasons law firms may be susceptible to discrimination suits by their partners; two required thresholds for filing such a suit; Supreme Court's Clackamas decision; and finally a note on why some law firms are vulnerable even if their partners are not deemed employees.

Get Used To More Davids Becoming Dianes

Kathleen Peratis, The Forward, July 24, 2008. A brief discussion of who transgender people are, and the differences between transgender and gay people.

You have to hand it to Rep. Barney Frank, the man knows how to empathize. In the first-ever congressional hearing on workplace discrimination against transgender people, held by the House in late June in an Education and Labor subcommittee, Frank said he understands what it means to be trapped in the wrong body — because that is what happens when his legislation gets bogged down over in the Senate.

The lesbian, gay, bisexual and transgender — or LGBT, for short — press called the congressional hearing on gender identity discrimination “historic” and “groundbreaking.” The mainstream media pretty much ignored it, but the issue is worth keeping an eye on.