Wrongful Termination, Race and Ethic Origin Discrimination.

• A cancer survivor, on medical leave while she was recovering from chemotherapy is wrongfully terminated shortly before she is scheduled to return to work. Investigation reveals that upper management felt that she was liability due to her cancer. The employer’s actions violated the Fair Employment laws barring discrimination based on medical condition (cancer) as well as the California Family Leave Act.
• A long time employee with a "handshake" long term employment arrangement was wrongfully terminated shortly before his retirement benefits are vested. This was devastating for the employee and his family and caused a major depression. The employer’s action breached an implied promise that the employee could only be terminated for good cause.
• A woman was sexually harassed by her boss and co-workers. The harassment including inappropriate touching and comments. The harassment became so severe the woman became deeply depressed and anxious, finally breaking down and attempting to commit suicide. When she complained to upper management, she was terminated.
• An African American executive was fired for false reasons shortly after he complained about a white supervisor’s racist comments and emails to staff members using "ebonics." The employer’s actions violated the California’s Constitution and Fair Employment laws prohibiting adverse employer actions based on race.
• An employee suffering from anxiety problems and panic attacks was terminated while on a medical leave provided by his Medical Health Practitioner. The employer’s actions violated the California Family Leave Act and Fair Employment Disability Act.
• A 62-year old employee was terminated shortly after returning from disability/medical/family leave and replaced by a much younger less qualified employee. The employee learned his supervisor felt he was "too old" to handle the job any more and believed he would go back on disability leave. The employer’s actions violated the California’s Constitution barring employers’ illegal adverse actions on age. The employer’s actions also violated Fair Employment laws barring disability discrimination as well as the Family Leave Act.