Harassment & Discrimination

Employers, particularly in California, must be concerned with compliance with the often inconsistent laws pertaining to harassment and discrimination.

Federal and state anti-discrimination laws prohibit employers from hiring, promoting or discharging employees based on race, color, age, sex, sexual orientation, national origin and ancestry, pregnancy, marital status, veteran status, medical condition, perceived or actual mental or physical disabilities and religion/creed. RPNA works with small and large employers alike to provide harassment and discrimination training, defense and preventative advice pertaining to this very specific area of the law. Our attorneys understand how to effectively communicate harassment and discrimination policies and procedures to companies and their employees, and we assist clients to devise tailored programs that are speciafic to their unique culture and industry.

State and federal law require employers to execute prompt and fair investigations whenever an employee makes an allegation of harassment. RPNA is there, actively advising clients on how to deal with legally mandated investigations.

Our solid shield of defense for clients accused of harassment, discrimination and retaliation under state and federal laws spans the full scope of related statues, including the:

Age Discrimination in Employment Act
Title VII and IX of the Civil Rights Act of 1964
Americans with Disabilities Act
California Family Rights Act and the Family Medical Leave Act

California Fair Employment and Housing Act
California Unemployment Insurance and Workers’ Compensation Codes
California Unruh Act and the California Education Code
Municipal codes and state and federal privacy statutes

The firm has represented a multitude of clients in unlawful harassment, discrimination and retaliation matters before the myriad of governmental agencies, such as the Equal Employment Opportunity Commission, Office of the Federal Contract Compliance Programs, the Fair Employment and Housing Commission, and the Immigration and Naturalization Service, among others. Our track record of effective advocacy in representing employers before these agencies is second to none, and we have successfully mitigated lawsuits filed by individuals and class actions under federal and state discrimination laws.

SEXUAL HARASSMENT

Many employers are confronted with claims of sexual harassment.

The law requires organizations to create and maintain clear and established policies and procedures regarding sexual harassment. Clearly, prevention is the best option in eliminating sexual harassment in the workplace. RPNA works with employers to take the necessary steps aimed at preventing sexual harassment. Our attorneys work with clients upfront to establish clear and practical written policies and grievance procedures, as well as to assist clients to take immediate and appropriate action when an employee submits a complaint.

RPNA attorneys are regularly called upon to perform state mandated training for managers and to conduct audits of sexual harassment policies and procedures, as well as to devise and execute training programs dealing specifically with sexual harassment. Our expertise in preventing, handling and defending sexual harassment spans many industries and on behalf of a wide range of employers, including large corporations, small businesses and non-profits, among others.

RPNA’s expertise in effectively dealing with sexual harassment claims often results in the swift resolution of a problem before formal mediation or litigation can occur, thus saving our client substantial time and resources. When preventative measures do not resolve the challenge at hand, our attorneys vigorously defend clients before administrative agencies, arbitrators, mediators and in court.

Our extensive appellate expertise pertaining to labor and employment law also allows our attorneys to advocate our clients’ rights at the very highest levels when necessary. The success of RPNA’s litigation expertise, particularly regarding sexual harassment, is predicated on the proven capability of the firm’s litigators to synthesize sensitive, staff related problems into clear and persuasive arguments.

Employers, particularly in California, must be concerned with compliance with the often inconsistent laws pertaining to harassment and discrimination.

SEXUAL HARASSMENT

Many employers are confronted with claims of sexual harassment.

EMPLOYMENT PRACTICE AREAS

Class Action / PAGA

Wage & Hour

Harassment & Discrimination

Misappropriation of Trade Secrets

Handbooks & Personnel Policies

Drug & Alcohol Testing

Employee Leaves

Reductions in Force & WARN Act

Management & Employee Training Programs

We’re experts at what we do.

We have decades of experience under our belt and skilled at simplifying complex legal matters.