California Race Discrimination Attorneys
Although both federal and California state laws protect employees against racial or ethnic discrimination, unfortunately it still does exist in the workplace. If you feel you have been the victim or racial discrimination, our California race discrimination attorneys are available to review your legal matter. Whether you are currently enduring discrimination in the workplace or feel that you have been wrongfully discharged because of your race, our discrimination attorneys will investigate the facts of your potential race discrimination claim. The race discrimination attorneys at our California employment law firm are vigilant in the protection of workers’ rights and civil rights. We present a formidable opponent against “wrong doing” employers. Because of our extensive experience in California employer related violations, our California labor law attorneys will not only determine the best course of action related to your potential race discrimination claim, but we will also complete a comprehensive review of your employment history for other possible California labor law violations. Our cases are accepted on a “contingency fee basis.” This means that you pay nothing unless we actually prevail and collect for you.

Racial Discrimination: Federal and California Laws
Title VII of the Civil Rights Act of 1964 is a key provision of federal law that prohibits discrimination in employment. More specifically, Title VII prohibits employment discrimination based on race, color, or national origin, in all employment areas including: classification, selection, hiring, promotion, compensation, and termination of employees, or any other discrimination in benefits or other conditions of employment. Title VII establishes a federal agency, the Equal Employment Opportunity Commission (EEOC), to seek out and eliminate illegal employment practices in accordance with its prescribed procedures. This federal law covers state and local governments, private employers with fifteen or more employees, labor organizations, employment services and apprenticeship programs.

In the state of California, the Fair Employment and Housing Act (FEHA) is the primary law prohibiting discrimination in employment. In enacting the FEHA, the California legislature declared that it is a civil right to seek, obtain, and hold employment without discrimination, and that it is the public policy of California to protect and safeguard such rights and opportunities. The FEHA prohibits employment discrimination, harassment and retaliation based upon race, religious creed, color, national origin, and ancestry. This California law prohibition includes a perception that the person has any of those characteristics or that the person is associated with a person who has, or is perceived to have, any of those characteristics. Generally, any California employer regularly employing five or more persons is covered by the FEHA, although all government employers are covered regardless of size. If you are a California worker and have legal questions about FEHA and how it applies to possible racial discrimination in your workplace, our California race discrimination lawyers offer a free case evaluation.

Types of Racial/Ethnic Discrimination
Essentially, there are two types of racial discrimination in the workplace. The more obvious form is "disparate treatment" and the second is "disparate impact."

"Disparate treatment" is the form of racial discrimination we recognize as “classic” or “textbook” discrimination. Disparate treatment in the workplace occurs when an employee or worker is treated differently because of their race, ethnicity, or color. This type of race discrimination is typically proven through direct and/or circumstantial evidence.

"Disparate impact" racial discrimination is more complex and not as easily defined. “Disparate impact" occurs when an employer’s policy results in benefits to one class of employees but not the other or excludes certain individuals from a job benefit or promotion. It can also be an employer policy which results in detriment to a protected class of employees. Usually, it appears that the given policy is not expressly designed to create such a benefit or detriment; it merely has that effect. Such cases are complicated and frequently require statistical evidence as the primary form of proof. It is prudent to contact a qualified race discrimination lawyer to discuss the facts of your potential disparate impact claim.

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