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Employees with disabilities are entitled to reasonable workplace accommodations under federal and state laws, yet many face discrimination. While one in four Americans develops a disability before age 67, only 60% of those with work-limiting disabilities receive necessary accommodations. This constitutes disability discrimination, which can be legally challenged.

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The Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA) protect workers from disability discrimination. The ADA prohibits unfair treatment of qualified employees with disabilities in hiring, promotions, compensation, and job assignments. FEHA, which applies to employers with five or more employees, offers broader protections by requiring only a limited impact on job functions to qualify as a disability.

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Illegal discrimination includes refusing to hire or promote a disabled worker, unfair disciplinary actions, denying accommodations, and workplace harassment. Reasonable accommodations can include schedule modifications, assistive technology, or accessible workspaces. However, employers are not required to implement accommodations that cause undue hardship.

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Employees who experience disability discrimination should document incidents and seek legal representation. Shegerian & Associates specializes in disability discrimination claims, helping employees fight for job accommodations, reinstatement, lost wages, and emotional distress damages. Their attorneys offer free consultations and work on a contingency basis, ensuring justice for disabled workers facing workplace discrimination.

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Employees with disabilities are entitled to reasonable workplace accommodations under federal and state laws, yet many face discrimination. While one in four Americans develops a disability before age 67, only 60% of those with work-limiting disabilities receive necessary accommodations. This constitutes disability discrimination, which can be legally challenged.

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The Americans with Disabilities Act (ADA) and California’s Fair Employment and Housing Act (FEHA) protect workers from disability discrimination. The ADA prohibits unfair treatment of qualified employees with disabilities in hiring, promotions, compensation, and job assignments. FEHA, which applies to employers with five or more employees, offers broader protections by requiring only a limited impact on job functions to qualify as a disability.

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Illegal discrimination includes refusing to hire or promote a disabled worker, unfair disciplinary actions, denying accommodations, and workplace harassment. Reasonable accommodations can include schedule modifications, assistive technology, or accessible workspaces. However, employers are not required to implement accommodations that cause undue hardship.

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Employees who experience disability discrimination should document incidents and seek legal representation. Shegerian & Associates specializes in disability discrimination claims, helping employees fight for job accommodations, reinstatement, lost wages, and emotional distress damages. Their attorneys offer free consultations and work on a contingency basis, ensuring justice for disabled workers facing workplace discrimination.

Workplace discrimination can lead to termination, harassment, or retaliation, but federal and state laws protect employees from discrimination based on various protected characteristics:

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• Race and Color: Discrimination based on race or skin color includes unfair treatment, racial slurs, or biased hiring and promotion decisions.
• Ancestry and National Origin: Employers cannot treat employees unfairly due to their ancestry, birthplace, cultural background, or language.
• Sexual Orientation: Protection extends to employees regardless of their sexual orientation, including heterosexual, homosexual, or bisexual individuals.
• Gender Identity and Expression: Employees are safeguarded against discrimination for their gender identity, including transgender or non-binary identities, as well as how they express their gender.
• Sex: Protection covers discrimination based on gender, including unequal pay and gender-based job assignments.
• Pregnancy, Childbirth, and Related Medical Conditions: Employers must provide accommodations and cannot discriminate against employees due to pregnancy, childbirth, or related conditions.
• Religion: Employees have the right to practice their faith without discrimination, and employers must provide reasonable accommodations for religious observances.
• Disability: Individuals with physical or mental disabilities are protected, and employers must provide reasonable accommodations.
• Age (for persons 40 and older): Age-based discrimination is prohibited, particularly in hiring, promotions, and layoffs.
• Military or Veteran Status: Employers cannot discriminate against employees due to past or present military service.
• Status as a Victim of Domestic Violence, Assault, or Stalking: Employees facing such challenges have protections, including leave for court proceedings and workplace accommodations.
• Genetic Information: Employers cannot use genetic test results or family medical history to make employment decisions.
• Political Affiliation or Activities: Employees are protected from retaliation or discrimination based on political beliefs or participation in political activities.
• Medical or Health Conditions: Employers must accommodate employees with medical conditions, including chronic illnesses or temporary impairments.
• Marital Status: Employees cannot be treated unfairly due to being single, married, divorced, or widowed.

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In California, discrimination claims are filed with the Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC) before pursuing a lawsuit. Employees can either request an immediate right to sue or wait for an agency investigation.

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Discrimination claims are governed by federal and state laws, including Title VII of the Civil Rights Act and the Fair Employment and Housing Act (FEHA). FEHA offers broader protections, covering companies with five or more employees, compared to 15 under federal law. Discrimination can occur in hiring, promotions, termination, compensation, and workplace policies. Employers can also be held liable for discrimination based on perceived characteristics.

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Retaliation for reporting discrimination is illegal, and employees may pursue claims if they experience adverse treatment. Proving discrimination often involves identifying subtle signs like sudden job performance concerns, exclusion from opportunities, or unfair rule enforcement.

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If discrimination is proven, employees may recover damages such as lost wages, benefits, emotional distress compensation, and attorney fees. Legal assistance is crucial in navigating claims, and experienced attorneys can help secure justice for victims.

In California, workers are entitled to job-protected, unpaid leave for medical or family reasons under laws like the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). However, many employees face wrongful denials, retaliation, or termination for exercising these rights. FMLA applies to employers with 50 or more workers within 75 miles, while CFRA is broader, applying to employers with just five employees and covering a wider range of family members.

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To qualify under either law, employees must have worked at least 1,250 hours over the past 12 months and been employed for at least one year. Qualifying reasons include personal or family health conditions, bonding with a new child, pregnancy-related disability, or military-related needs. Employers are required to maintain health benefits during leave and reinstate the employee to the same or an equivalent role.

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If leave is wrongfully denied, or if the employee is demoted, harassed, or forced to return early, legal action may be warranted. A California leave of absence lawyer can help protect your rights, negotiate with your employer, or pursue claims through legal channels.

California provides strong protections for individuals based on gender identity and gender expression. Under FEHA, it is unlawful to discriminate against someone for being transgender, non-binary, or gender nonconforming. Gender expression includes a person’s appearance, behavior, or mannerisms related to gender, whether or not they align with societal expectations.

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Employers are required to respect an individual’s preferred name and gender pronouns. For example, a transgender employee must be allowed to use facilities that correspond to their gender identity, including restrooms and changing rooms. Enforcing dress codes or grooming standards that conflict with a person's gender identity may also be discriminatory.

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Workplace harassment based on gender identity or expression is strictly prohibited. Employers must have policies in place to prevent and address such misconduct promptly. Additionally, retaliation against employees who report discrimination or support others facing it is illegal.

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California's legal framework goes beyond basic protection, reinforcing dignity and inclusion for all gender identities. The CRD handles complaints, and employees may recover lost wages, emotional distress damages, and even punitive damages in extreme cases.

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With California at the forefront of LGBTQ+ rights, these protections signal a commitment to respecting diverse gender identities in every facet of employment.

FEHA and the California Pregnancy Disability Leave (PDL) law protect employees from discrimination due to pregnancy, childbirth, or related medical conditions. Employers with five or more employees must provide reasonable accommodations—such as modified duties or additional breaks—and allow up to four months of job-protected leave if a worker is disabled by pregnancy.

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It is unlawful to deny promotions, terminate employment, or assign less favorable tasks based solely on an employee’s pregnancy or anticipated leave. Harassment or derogatory remarks about a pregnancy are also prohibited.

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Additionally, the California Family Rights Act (CFRA) may allow up to 12 weeks of baby-bonding leave following childbirth, separate from pregnancy disability leave. Employers must reinstate the employee to the same or a comparable position after the leave.

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Employers are required to engage in a timely, good faith interactive process to assess appropriate accommodations, such as seating changes, light duty, or schedule adjustments. Failing to do so may result in liability.

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Employees who experience discrimination can file a complaint with the CRD and seek remedies such as reinstatement, back pay, and damages. California law strongly supports the rights of pregnant employees, ensuring job security and dignity during a critical life event.

Under California’s Fair Employment and Housing Act (FEHA), it is unlawful for employers to discriminate against individuals based on race or skin color. This includes overt actions like racial slurs, jokes, or offensive remarks, as well as more covert forms of discrimination such as biased evaluations, unequal treatment, or systemic disadvantages in hiring, pay, training, or promotions.

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California law protects against racial profiling, segregated work environments, and policies that disproportionately harm individuals of certain races. Discrimination based on skin color—regardless of race—is equally prohibited, recognizing that colorism (favoring lighter skin tones) can operate even within the same racial group.

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Employers must also prevent and correct racial harassment in the workplace. This includes taking action against co-workers, managers, or even clients who create a hostile work environment. Failure to do so can lead to liability.

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FEHA applies to public and private employers with five or more employees, offering broader protections than federal law. Victims can file a complaint with the California Civil Rights Department (CRD) and may be entitled to remedies such as reinstatement, back pay, emotional distress damages, and attorney’s fees. Education, training, and an inclusive workplace culture are key responsibilities of compliant employers.

California’s FEHA protects employees from discrimination based on religion, religious beliefs, and practices. This includes traditional organized religions (e.g., Christianity, Islam, Judaism) as well as sincerely held moral or ethical beliefs.

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Employers are required to provide reasonable accommodations for religious observances unless doing so would impose an undue hardship. Common accommodations include flexible scheduling for religious holidays, permitting religious attire (such as headscarves or turbans), or allowing time for prayer.

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It is unlawful for an employer to deny employment, harass, or treat an employee less favorably due to their religion. For example, mocking someone’s beliefs, enforcing dress codes that conflict with religious practices, or penalizing time off for religious observances may constitute illegal conduct.

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California law places a high burden on employers to justify denying a religious accommodation. “Undue hardship” is narrowly defined, meaning the accommodation must cause significant difficulty or expense to be denied.

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Employees subjected to religious discrimination or retaliation may file complaints with the CRD. Remedies include damages, reinstatement, and court-ordered accommodations. Through strong protections, California affirms the right of individuals to work without compromising their faith or beliefs.

Sexual orientation discrimination occurs when employees are treated unfairly based on their real or perceived sexual orientation, including gay, lesbian, bisexual, or even heterosexual identities. This form of discrimination is prohibited by both federal and state laws, including California’s Fair Employment and Housing Act (FEHA), which ensures that LGBTQ+ employees are protected from discrimination in all aspects of employment, such as hiring, firing, training, compensation, and promotion. Employers with five or more employees must also take reasonable steps to prevent such discrimination.

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Discriminatory actions may be subtle or overt, such as making jokes about someone's sexual orientation, creating a hostile work environment, or firing an employee due to their sexual identity. Victims of sexual orientation discrimination may experience damages like lost wages, emotional distress, and legal fees.

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If you believe you’ve experienced sexual orientation discrimination, it’s crucial to document any incidents and consult with an experienced LGBTQ+ employment discrimination lawyer. Legal action can help seek compensation for back pay, benefits, pain and suffering, and more. Shegerian & Associates offers legal assistance for employees facing sexual orientation discrimination, providing support for filing claims and lawsuits to ensure your rights are upheld.

In California, age-based harassment is prohibited under the Fair Employment and Housing Act (FEHA), which protects workers aged 40 and older. Harassment targeting older employees can take many forms, including ageist jokes, offensive comments about physical or mental capabilities, or repeated suggestions that the employee retire. Statements like “you’re too old to keep up” or “we need fresh energy” can contribute to a hostile work environment if they are severe or pervasive.

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Age-related harassment doesn’t have to come only from supervisors; it can also originate from coworkers, clients, or others in the workplace. The law holds employers responsible for taking reasonable steps to prevent and correct such behavior. Additionally, targeting older employees for layoffs, denying them training or promotions, or forcing them into retirement through subtle pressure may also be considered unlawful if motivated by age bias.

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California law provides robust remedies for age harassment victims, including compensatory damages, reinstatement, and emotional distress damages. Employees experiencing age-based mistreatment are encouraged to document incidents and report them internally before filing with the California Civil Rights Department (CRD). Employers are also required to provide anti-harassment training that includes awareness and prevention of age-based bias in the workplace.

California law protects individuals with physical and mental disabilities from workplace harassment under FEHA. Disability-based harassment can include derogatory comments, ridicule, or offensive jokes about an employee’s condition. It also encompasses belittling remarks about visible impairments, questioning the legitimacy of invisible conditions (such as anxiety or chronic illness), or treating someone as less capable due to their disability.

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Beyond verbal mistreatment, harassment may involve actions like deliberately withholding necessary accommodations, repeatedly ignoring accommodation requests, or singling out an employee in a way that highlights or mocks their disability. For example, denying access to assistive devices, failing to modify duties after a medical request, or displaying impatience over an employee’s limitations can all be forms of harassment if they contribute to a hostile work environment.

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Employers are required to engage in an interactive process with disabled employees to determine reasonable accommodations. Failing to do so, or penalizing an employee for requesting accommodations, is not only discriminatory but can also be classified as harassment.

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Victims can report issues to their HR department or file a complaint with the California Civil Rights Department. Remedies may include back pay, policy changes, emotional distress damages, and accommodations enforced by court order. FEHA ensures fair treatment and respect for all abilities.

A hostile work environment occurs when workplace behavior is so severe or pervasive that it creates an abusive or intimidating atmosphere, making it difficult for employees to perform their jobs. Under California’s Fair Employment and Housing Act (FEHA), a hostile work environment is considered workplace harassment if it is based on a protected trait, such as sex, race, religion, disability, or national origin. Employers can be held liable if they fail to prevent or address such harassment.

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Common forms of a hostile work environment include sexual harassment, racial harassment, or other discriminatory behavior. Examples include inappropriate jokes, derogatory remarks, unwelcome touching, or persistent offensive comments. While harassment and discrimination are distinct, discrimination—such as being denied promotions based on gender—can contribute to a hostile workplace.

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Employees can take legal action if their employer fails to address complaints about a hostile work environment. Even employees who witness but are not direct victims of harassment may have a case if the behavior is severe enough to interfere with their job. Employers are automatically liable for harassment by supervisors unless they prove a lack of knowledge. If you are facing workplace harassment, legal assistance can help protect your rights and hold your employer accountable.

California law prohibits harassment based on pregnancy, childbirth, or related medical conditions under FEHA and the California Pregnancy Disability Leave (PDL) law. Such harassment can include derogatory remarks about a pregnant employee’s appearance, assumptions about reduced productivity, or criticism of time taken for prenatal appointments. Negative treatment might also come in the form of exclusion from projects, being overlooked for promotions, or unfounded concerns about reliability.

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Other forms of harassment may involve questioning the legitimacy of maternity leave, penalizing employees for taking legally protected time off, or treating them as burdens to the team. For example, saying “you’re not committed to your career anymore” or reassigning duties without cause can contribute to a hostile work environment.

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Employers must also provide reasonable accommodations for pregnancy-related needs, such as modified work duties, additional breaks, or time off. Denying these accommodations or making the employee feel guilty for requesting them is unlawful.

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Employees facing this kind of harassment can file a claim with the California Civil Rights Department. Available remedies include reinstatement, monetary compensation, policy reform, and legal injunctions. California aims to ensure that workers who are pregnant or recovering from childbirth are treated with dignity, fairness, and legal protection in the workplace.

California law strictly forbids race and color-based harassment in the workplace under the Fair Employment and Housing Act (FEHA). Such harassment includes racial slurs, offensive jokes, stereotyping, and any behavior that demeans an employee based on their race or skin color. It can also take the form of exclusion from meetings, denying advancement opportunities, or fostering a work environment where racial minorities are marginalized or tokenized.

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Common examples include mocking a person’s appearance, accent, or cultural practices; displaying racially insensitive imagery; or tolerating a workplace culture where such conduct is brushed off as harmless humor. Even if individual remarks seem minor, if they are persistent or tolerated over time, they may create a hostile work environment.

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Harassment can be perpetrated by anyone—coworkers, managers, clients—and employers are obligated to take immediate corrective action when informed. Ignoring or downplaying such complaints can result in legal liability.

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Victims of racial harassment may seek relief through the California Civil Rights Department, where claims can lead to compensation for lost wages, emotional harm, and attorney’s fees. Employers must implement anti-harassment policies, provide training, and actively foster diversity, equity, and inclusion to prevent race-based harassment and ensure all employees feel safe and respected.

FEHA provides robust protection against workplace harassment based on religion. Religious harassment may occur when an employee is mocked for their beliefs, pressured to abandon or hide their faith, or treated differently due to religious practices, attire, or observances. This includes derogatory remarks about someone’s religious dress (like hijabs, turbans, or yarmulkes), holiday celebrations, dietary practices, or time off for worship.

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Examples of unlawful behavior include statements like “that’s a weird belief,” refusing to accommodate prayer breaks, or joking about religious customs. Additionally, enforcing workplace policies that conflict with sincerely held religious beliefs—such as rigid dress codes that don’t allow for religious attire—may also be a form of harassment if accommodations aren’t offered.

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Employers are legally obligated to provide reasonable accommodations for religious practices unless doing so causes undue hardship. This might involve flexible scheduling, shift swaps, or minor adjustments in workplace policy.

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Victims of religious harassment should report incidents promptly and may file complaints with the California Civil Rights Department if the issue isn’t resolved. Remedies include damages, reinstatement, and legal injunctions to enforce accommodations. California law promotes an inclusive work environment where employees of all faiths can practice freely without fear of ridicule, coercion, or exclusion.

Sexual harassment in the workplace can take many forms, and no workplace is immune. Both state and federal laws protect employees, but proving harassment can be challenging. Understanding your rights and taking proper steps is essential. If you have experienced harassment, a California sexual harassment attorney can help you seek justice and compensation.

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Under California’s Fair Employment and Housing Act (FEHA), sexual harassment includes unwelcome advances, offensive jokes, intimidation, requests for sexual favors, and inappropriate physical or verbal conduct. It can come from employers, coworkers, clients, or even company policies. Employers are legally required to educate employees on preventing harassment. As of 2020, all California employers with five or more employees must provide sexual harassment training.

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There are two primary forms of sexual harassment: quid pro quo and hostile work environment. Quid pro quo harassment occurs when employment benefits—such as promotions or raises—are conditioned on sexual favors. A hostile work environment occurs when severe and pervasive harassment makes it difficult for an employee to perform their job.

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Victims do not have to endure harassment alone. Shegerian & Associates offers legal representation with a 98% success rate in workplace discrimination cases. Contact them today for a free consultation—no fees unless they win your case.

California law under FEHA prohibits harassment based on sexual orientation, protecting employees who are heterosexual, homosexual, bisexual, or otherwise identify across the sexual orientation spectrum. Harassment can include derogatory comments, offensive jokes, spreading rumors, or treating someone unfairly due to their actual or perceived orientation.

Examples include coworkers making demeaning comments about LGBTQ+ individuals, excluding someone from work events due to their orientation, or displaying hostility toward discussions of same-gender relationships. Even subtle acts—like consistent misgendering or refusing to acknowledge a partner—can contribute to a hostile environment if they’re part of a pattern of disrespect or exclusion.

Employers must ensure a respectful workplace and respond swiftly to complaints. This includes providing employee training on LGBTQ+ inclusion and enforcing zero-tolerance policies for discriminatory behavior. Retaliation for reporting harassment is also illegal.

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Victims may file complaints with the California Civil Rights Department and may be entitled to compensation for emotional distress, lost wages, and legal fees. California’s legal protections reflect the state’s commitment to equality, ensuring all workers—regardless of who they love—can work with dignity and without fear of harassment.

Harassment in the workplace can create a hostile or abusive work environment, impacting an employee’s ability to perform their job. Federal and state laws protect employees from harassment based on various protected characteristics:

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• Race and Color: Harassment may include racial slurs, offensive jokes, or exclusionary behavior based on race or skin color.
• Ancestry and National Origin: Employees may face harassment due to their cultural background, language, or national origin, including derogatory remarks or unfair treatment.
• Sexual Orientation: Harassment related to an employee’s sexual orientation includes derogatory comments, stereotyping, or exclusion based on their orientation.
• Gender Identity and Expression: Employees may experience harassment due to their gender identity, such as misgendering, inappropriate questions, or discriminatory policies.
• Sex: Sexual harassment, including unwelcome advances, inappropriate touching, or gender-based insults, is strictly prohibited.
• Pregnancy, Childbirth, and Related Medical Conditions: Harassment related to pregnancy may involve derogatory remarks, refusal to accommodate, or negative treatment due to maternity leave.
• Religion: Religious harassment includes mocking religious attire, pressuring employees to conform to different beliefs, or denying religious accommodations.
• Disability: Harassment based on a disability may include offensive comments, refusal to provide accommodations, or belittling an employee’s condition.
• Age (for persons 40 and older): Age-based harassment can involve derogatory remarks, jokes about aging, or pressure to retire.
• Military or Veteran Status: Harassment may include negative stereotypes, unfair treatment, or exclusion due to past or present military service.
• Status as a Victim of Domestic Violence, Assault, or Stalking: Employees may face harassment related to their personal circumstances, including derogatory comments or denial of time off for legal proceedings.
• Genetic Information: Employers cannot harass employees based on genetic test results or family medical history.
• Political Affiliation or Activities: Employees should not be harassed based on their political beliefs, voting history, or political activism.
• Medical or Health Conditions: Harassment related to chronic illnesses or temporary health conditions, including stigma and exclusion, is prohibited.
• Marital Status: Harassment based on being single, married, divorced, or widowed can include offensive remarks or differential treatment.

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Harassment can be either quid pro quo (where employment benefits are conditioned on accepting unwelcome conduct) or hostile work environment (where repeated conduct creates an abusive workplace). Employers must take reasonable steps to prevent and address workplace harassment.

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In California, harassment claims are governed by the Fair Employment and Housing Act (FEHA), which applies to all employers with one or more employees. If harassment occurs, employees can file a complaint with the Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC) before pursuing legal action.

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Employers are required to implement anti-harassment policies, provide training, and take immediate action when harassment is reported. Employees who experience workplace harassment may be entitled to damages, including emotional distress compensation, lost wages, and legal fees. Seeking legal counsel is essential to ensuring workplace protections and holding employers accountable.

Bicycle accidents can occur despite taking precautions, often due to negligent drivers. Injured bicyclists have the right to seek financial compensation, and families of deceased cyclists may file wrongful death claims. Common causes include distracted or reckless driving, unsafe road conditions, and dooring accidents.

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After an accident, seeking medical attention is crucial, as injuries like head or spinal trauma may not present symptoms immediately. Victims should gather evidence, including the driver’s information, vehicle details, witness contacts, and photos of the scene. Avoid admitting fault, as even an apology could be misinterpreted.

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Liability varies depending on the circumstances. Motorists may be at fault for reckless driving, pedestrians for causing cyclists to swerve, manufacturers for defective bicycles, and government agencies for unsafe road conditions. To prove liability, it must be shown that a duty of care was breached, directly causing the accident and resulting in injuries.

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Victims may recover damages for medical expenses, lost wages, pain and suffering, and emotional distress. In California, bicycle accident claims must be filed within two years. Consulting an experienced attorney can help preserve evidence and maximize compensation. Shegerian & Associates offers legal assistance to ensure victims receive the justice they deserve.

Motor vehicle accidents are a leading cause of personal injury in the U.S., with fatalities and serious injuries increasing yearly. In California, at-fault drivers are liable for damages, though victims may still recover compensation even if partially responsible. Other liable parties may include auto manufacturers and government agencies if defective parts or hazardous road conditions contributed to the crash.

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Common causes of car accidents include drunk driving, speeding, distracted driving, reckless driving, hazardous roads, and vehicle defects. Determining fault involves proving negligence, which requires showing that a driver owed a duty of care, breached it, caused the accident, and led to damages. Under California’s pure comparative negligence law, compensation is reduced based on a victim’s percentage of fault.

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Car accident injuries range from bruising and fractures to traumatic brain injuries and paralysis. Various types of crashes—such as rear-end collisions, head-on crashes, and hit-and-runs—affect injury severity and liability. Victims can pursue compensation for medical expenses, lost wages, pain and suffering, and, in some cases, punitive damages.

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Shegerian & Associates provides experienced legal representation, handling investigations, negotiations, and litigation to ensure fair compensation. Contact their car accident attorneys for a free case evaluation and legal support.

Catastrophic injuries are life-altering, often resulting in permanent disabilities, long-term pain, or loss of bodily function. Unlike typical injuries that heal over time, these severe conditions can prevent victims from returning to work and significantly impact their quality of life.

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At Shegerian & Associates, experienced catastrophic injury attorneys help victims seek justice and financial compensation for injuries caused by negligence. Common causes include car and motorcycle accidents, workplace incidents, construction accidents, dog bites, medical malpractice, and defective products. Examples of catastrophic injuries include traumatic brain injuries, spinal cord damage, amputations, paralysis, disfigurement, and loss of vision or hearing.

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To pursue compensation, victims must prove negligence—showing that another party failed to act with reasonable care. Potentially liable parties include motorists, employers, property owners, product manufacturers, and animal owners. Even if partially responsible, victims can still seek damages under California’s pure comparative negligence law.

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A skilled attorney can gather evidence, negotiate with insurance companies, and litigate when necessary. Shegerian & Associates offers free case evaluations and works on a contingency basis, meaning clients pay nothing unless they win. If you or a loved one has suffered a catastrophic injury, contact them to fight for your rights and secure the compensation you deserve.

Placing a loved one in a nursing home is a difficult decision, with the expectation that they will receive proper care. However, nursing home abuse and neglect can lead to wrongful death, leaving families devastated. While no compensation can replace a lost loved one, surviving family members have the legal right to pursue a wrongful death lawsuit. Shegerian & Associates offers experienced attorneys who fight for justice and hold negligent parties accountable.

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Wrongful death in nursing homes can result from physical abuse, neglect, falls, unsafe conditions, malnutrition, medication errors, and lack of supervision. Nursing homes have a duty to ensure residents' safety, and failure to meet this obligation can lead to fatal consequences.

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To prove negligence in a wrongful death claim, families must demonstrate that the nursing home owed a duty of care, breached that duty, and caused the resident’s death, resulting in damages such as medical costs, emotional suffering, and loss of companionship.

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Shegerian & Associates provides compassionate legal support for families seeking justice. Their attorneys are dedicated to holding nursing homes accountable and securing compensation for affected families. If your loved one suffered a wrongful death in a nursing home, contact their team for a consultation.

Pedestrian accidents are common and can result in severe, life-altering injuries or fatalities. Unlike drivers or motorcyclists who have protective gear, pedestrians are completely vulnerable in collisions, often sustaining traumatic brain injuries, spinal cord injuries, broken bones, and internal organ damage.

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These accidents are frequently caused by negligent drivers engaging in distracted driving, speeding, failing to yield, or running red lights. However, other parties may also be liable, such as cities responsible for defective sidewalks or businesses operating vehicles that strike pedestrians.

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To secure compensation, victims must prove that the responsible party owed them a duty of care, breached that duty, and caused damages. Recoverable damages may include medical expenses, lost wages, pain and suffering, permanent disability, and loss of quality of life.

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At Shegerian & Associates, our pedestrian accident attorneys work to gather critical evidence, establish liability, and fight for maximum compensation. Since pedestrian accident claims have a two-year statute of limitations, it is crucial to act quickly. If you or a loved one has been injured or killed in a pedestrian accident, contact our firm for a free case evaluation to ensure your rights are protected and that you receive the compensation you deserve.

Consumers rely on various products daily, expecting them to be safe. However, defective products can cause serious or fatal injuries. Product liability law holds manufacturers and others in the supply chain accountable when a faulty product results in harm. The attorneys at Shegerian & Associates are prepared to fight for injured consumers against even the most powerful companies.  

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There are three main types of product liability claims: **design defects**, which make the entire product line inherently unsafe; **manufacturing defects**, where an error during production causes the product to fail; and **marketing defects**, such as inadequate warnings or missing safety instructions.  

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To have a valid product liability claim, the injury must have occurred while using the product as intended, without improper use or normal wear-and-tear. Common defective products include auto parts, baby products, medical devices, electronics, and tools.  

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Legal claims may be based on **negligence**, **strict liability**, or **breach of warranty**. Potentially liable parties include manufacturers, designers, distributors, and retailers. Defendants may argue that the consumer misused the product or ignored warnings.  

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Given the complexities of these cases, working with an experienced product liability attorney is essential. Shegerian & Associates offers aggressive representation to ensure victims receive the compensation they deserve.

Slip and fall accidents can cause severe injuries and are often the result of unsafe property conditions. Thousands are injured or killed each year due to property owner negligence, including business owners, landlords, and government entities. If you’ve been injured, you may be entitled to compensation, and the attorneys at Shegerian & Associates are ready to help you pursue maximum compensation.

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Common hazards leading to slip and fall accidents include broken stairs, wet floors, uneven surfaces, plumbing leaks, and debris in pathways. In California, property owners have a duty to maintain their properties in a safe condition. They can be held liable for accidents if they know about or should have known about unsafe conditions and fail to address them.

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To win a slip and fall case, it must be shown that the property owner was negligent in maintaining a safe environment. The property owner’s failure to fulfill their duty of care must have directly caused the accident, and the injured party must have sustained losses.

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Even if you are partially at fault for the accident, you may still be able to recover compensation. Shegerian & Associates can assist with determining your rights and seeking justice if you’ve suffered injuries on someone else’s property.

Traumatic brain injuries (TBIs) are serious and complex injuries resulting from sudden impacts or jolts to the head or body, often caused by accidents. These injuries can range from mild to severe, with symptoms including headaches, nausea, confusion, mood swings, and even loss of consciousness. In more severe cases, TBIs can cause persistent nausea, seizures, loss of coordination, and coma. Common causes of TBIs include car, truck, and motorcycle accidents, falls, assaults, and workplace incidents.

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The effects of TBIs are often long-lasting, with victims experiencing physical symptoms like paralysis, cognitive impairments such as memory issues, emotional problems like anxiety or depression, and sensory impairments such as vision or hearing loss. Victims may also suffer from speech or language difficulties.

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In California, victims of TBIs may be entitled to significant compensation for medical bills, lost wages, future treatment expenses, and pain and suffering. A skilled TBI attorney can help victims secure compensation by building a strong case that demonstrates the injury’s impact on their physical, emotional, and financial well-being. Shegerian & Associates offers compassionate legal representation for TBI victims, working to ensure that clients receive maximum compensation for their losses. Contact them for a free case evaluation.

At Shegerian & Associates, we understand that losing a loved one is among the most difficult experiences anyone can endure. When such a loss is caused by the negligence or wrongful actions of another, it can be even more devastating. You are not alone, and we are here to guide you through the complex legal process with compassion, understanding, and dedication.

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Wrongful death refers to a death caused by the negligence or wrongful act of another person. Surviving family members may be able to file a wrongful death lawsuit to seek justice. This civil action, distinct from criminal charges, aims to hold the responsible party accountable for their actions.

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To file a wrongful death lawsuit, the responsible party must be identified, whether it's the person who caused the injury or accident, a property owner, product manufacturer, or healthcare provider. The lawsuit must allege negligence and specify damages sought, such as funeral expenses, lost wages, and pain and suffering.

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Shegerian & Associates is committed to helping families navigate wrongful death claims, including those resulting from nursing home abuse or fatal car accidents. We work tirelessly to ensure families receive the compensation they deserve, alleviating some of the financial burdens during such a challenging time.

A breach of contract occurs when an employer or employee fails to fulfill the terms of a legally binding employment agreement. In California, employment contracts can be written, oral, or implied, and they establish the conditions of the employee-employer relationship. While California follows an "at-will" employment doctrine, a valid contract can override this, ensuring job security and defined conditions for termination.

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To be legally valid, an employment contract must include offer and acceptance, consideration (exchange of value), legality, and capacity. Contracts often outline job responsibilities, salary, benefits, confidentiality clauses, termination conditions, and severance terms. Some contracts specify a fixed employment term, meaning an employee cannot quit or be fired without cause.

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Employers may terminate employees for “good cause” if defined in the contract. However, disputes often arise regarding what constitutes “good cause,” requiring legal review. Additionally, an employer acting in bad faith—such as misinterpreting contract terms to justify termination—may be held accountable.

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Employees affected by breach of contract can seek damages, including lost wages and benefits. Employment contract lawyers, such as those at Shegerian & Associates, help employees understand their rights and pursue legal action. Contacting an attorney ensures a fair resolution and protects employees from wrongful termination.

Workplace defamation occurs when false statements damage an employee’s reputation or career. Under California law, this includes slander (spoken) and libel (written) statements that are untrue, shared with others, and cause harm.

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To qualify as defamation, five conditions must be met:

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1. False Statement: The claim must be objectively false and presented as a fact.
   
   
2. Publication: It must be communicated to at least one third party.
   
   
3. Identification: The subject of the statement must be clearly identifiable.
   
   
4. Harm: The statement must cause measurable harm (job loss, emotional distress, financial damage).
   
   
5. Fault: The speaker acted negligently or maliciously.

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You should contact a California defamation attorney if false claims led to career damage, harmful rumors spread, or if you’re unsure whether your situation meets the legal threshold. Attorneys can assess the claim, gather evidence, and pursue remedies like financial damages, retractions, or court orders.

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Shegerian & Associates offers expert legal support for workplace defamation, helping restore reputations and secure justice for affected employees.

In California, sexual assault victims have the option to pursue justice through criminal cases or civil claims. Civil lawsuits help victims obtain compensation and hold perpetrators accountable, while also aiding in the healing process and preventing future assaults. Sexual assault includes forced sexual acts, rape, unwanted touching, sexual exploitation, and abuse, whether physical or psychological.

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Institutional sexual abuse involves abuse within organizations, where perpetrators in positions of power, such as employers, educators, or religious leaders, abuse their authority. Victims may also hold these institutions liable for negligence or cover-up.

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Warning signs of sexual assault can include behavioral, emotional, and physical changes such as sleep disturbances, unexplained fear, and genital injuries. Perpetrators may use intimidation, manipulation, or substance use to lower victims' defenses.

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In California, victims have two years to file a civil claim, but minors have extended timelines. Claims can cover medical expenses, lost income, pain and suffering, and punitive damages. Assembly Bill 2777 extends the statute of limitations for claims from January 2009 to December 2026, including cases involving cover-ups by companies.

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Shegerian & Associates offers trauma-informed legal support, assisting survivors with legal claims and resources to aid their healing. Contact our experienced attorneys for a confidential, free consultation.

In California, employees are entitled to overtime pay if they work over 40 hours a week or more than 8 hours a day, under both federal and state laws. Overtime pay must be at least one and a half times the regular hourly rate. For certain circumstances, employees are entitled to double time, such as when working over 12 hours in one day or more than 8 hours on the seventh day of a workweek. However, not all workers qualify for overtime, including exempt employees with executive, administrative, or professional roles, outside salespersons, unionized employees under collective bargaining agreements, and independent contractors.

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California’s minimum wage is $15.50 per hour as of 2023, higher than the federal standard. Employers cannot withhold wages already earned by employees, and they must provide itemized wage statements with each paycheck. Employers are also required to pay overtime wages on the second regular paycheck after the overtime was worked. If an employer violates wage and overtime laws, employees can file complaints with the Labor Commissioner or pursue a lawsuit for unpaid wages. Legal help from an attorney experienced in wage and hour laws can assist employees in addressing these issues effectively.