BERNSTEIN & FRIEDLAND, P.C.

Bernstein & Friedland, P.C. – Los Angeles Employment Counsel – Legal Blog

A Resource for Los Angeles Area Employees and Employers Interested in Wrongful Termination, Discrimination, Harassment, Retaliation, and Unpaid Wage and Overtime News

Jury Awards $240 Million in Disability Discrimination Case Involving Severe Abuse of Workers with Intellectual Disabilities

The Equal Employment Opportunity Commission has announced its largest jury verdict in the federal agency’s history–$240 million–in a case in which an Iowa jury found Hill County Farms liable for subjecting 32 men with intellectual disabilities to substantial abuse and discrimination. According to an EEOC press release, available here, the agency presented evidence that for years, the owners and staffers of the defendant company “subjected the

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May 14, 2013

“Sister Act” — Bernstein & Friedland, P.C. Featured in the Daily Journal

We are proud to have been featured by the Daily Journal in an article discussing our employment law practice.  We feel very fortunate to do work that allows us to make a difference in our community, and we are grateful for our partnership.  A copy of the article is available here. ***** Bernstein & Friedland, P.C. is a boutique employment law firm in Los Angeles specializing

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April 17, 2013

Whistleblower Can Proceed With Retaliation Claims Under the California False Claims Act and Labor Code

Last October, the Los Angeles Times article titled “Rampant recycling fraud is draining California cash,” available here, exposed one of the latest scams sweeping across California–and discussed one man’s effort to nip this fraud in the bud, at least to the extent that it involved his former employer.  Specifically, in a lawsuit filed in August 2009, Brian McVeigh alleged that after he complained to his employer

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March 8, 2013

U.S. Department of Labor Celebrates 20th Anniversary of Family and Medical Leave Act with New Amendments

The Family and Medical Leave Act (“FMLA”) entitles certain employees of companies with at least 50 employees to take job-protected leaves of absence of up to 12 weeks for the following reasons: • incapacity due to pregnancy, prenatal medical care or child birth;• to care for the employee’s child after birth, or placement for adoption or foster care;• to care for the employee’s spouse, son,

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March 4, 2013

California Court Reaffirms Employers’ Obligations to Accommodate Pregnant Employees

In Sanchez v. Swissport, Inc., — Cal. App. — (Cal. App. 2d Dist. Feb. 21, 2013), the California Court of Appeals for the Second District held that California employers’ obligations as to employees requiring medical leaves of absence caused by pregnancy-related disabilities do not end at allowing a four-month leave of absence–and can instead include permitting employees suffering from pregnancy-related disabilities significantly more leave time. In

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February 28, 2013

In Wake of Harris, Jury Awards $21.7 Million to Disabled Employee in Discrimination Case

Despite the California Supreme Court’s ruling in Harris v. City of Santa Monica, discussed in detail Here, in which the Court stated that plaintiffs in employment discrimination cases must prove discrimination was a “substantial factor motivating a termination of employment, and when the employer proves it would have made the same decision absent such discrimination, a court may not award damages, backpay, or an order of reinstatement,” 

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February 22, 2013

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