Tazaria Gibbs, a dedicated warehouse employee, faced challenges that extended beyond the physical demands of her job. Instead of a supportive work environment, she endured a troubling onslaught of unsolicited sexual comments. Her operations manager disregarded her repeated refusals, adding to her distress. When Tazaria bravely reported the harassment to three different supervisors, she hoped for protection and understanding, but instead, she was met with a disheartening silence. No reports were filed, and no investigations were initiated, leaving her feeling unsupported and isolated. Ultimately, when she stood her ground and refused to meet her harasser alone, she was unjustly fired for "insubordination," a decision that reflects a deep misunderstanding of her situation and courage.

The jury handed down an $11.5 million verdict against SHRM in a racial discrimination and retaliation lawsuit brought Rehab Mohamed, a former employee. The trial revealed evidence that directly contradicted SHRM's defense and testimony revealed a clear double standard. White colleagues testified that missing deadlines was commonplace and rarely resulted in discipline. Yet Mohamed was terminated for missing a deadline shortly after engaging in protected activity. This disparity undermined SHRM's claim that the termination was performance-based, especially given Mohamed's history of "Role Model" performance reviews. Reps: SWAIN LAW, LLC, LOWREY PARADY LEBSACK, LLC (Case No. 1:22-cv-01625)

For thirty-one years, Joy Slagel was a loyal employee. She built a career, managed cases, and even won awards for her customer service. But in the corporate world, three decades of experience doesn't always guarantee respect—sometimes, it paints a target on your back. After a leadership change in 2012, the atmosphere at her workplace shifted. Slagel found herself isolated, criticized for "setting the bar too high," and eventually terminated without explanation after returning from medical leave. Her story isn't an anomaly, but the outcome was historic. A Los Angeles jury recently ordered her former employer, Liberty Mutual Insurance Co., to pay $103 million in damages. The verdict sends a thunderous message to boardrooms across America: discriminating against older workers is not just unethical; it is a massive financial liability. Case: Slagel v. Liberty Mutual Insurance Co. Reps: Shegerian & Associates

Today, the story of Hanukkah speaks to a universal human experience. It is a reminder that even in moments of profound adversity, faith and resilience can lead to miraculous outcomes. It teaches us that the light of a single candle, like a single act of courage or hope, can defy the shadows. As we gather with loved ones, the glow of the menorah is more than just a tradition; it is a symbol of hope for all people, a celebration of light's enduring power to overcome darkness, and the quiet strength found in unwavering belief.

Did you just hand the opposition a smoking gun in the eyes of the law? It begins innocently enough. You’ve had a tough day at work, facing harassment from a supervisor or noticing financial irregularities that you suspect are fraudulent. You sit down at your computer, open a chatbot, and type: "My boss is threatening to fire me because I reported a safety violation. What are my rights?" However, it’s crucial for employees, whistleblowers, and injury victims to understand that unlike a confidential conversation with a lawyer, your interactions with an AI are not private.

Under federal law, no one should face unfair treatment or preferential treatment in the workplace because of their background. This means it's illegal for employers to favor foreign workers over American workers, including when decisions are made based on visa status.

The case against Eric Sessoms and Mt. Vernon Group LLC reveals a deeply troubling situation where vulnerable women faced exploitation in their search for safe housing. Sessoms, who managed various rental properties, is accused of creating an environment that was not just uncomfortable but genuinely dangerous for his female tenants and applicants. The lawsuit brought forth by the Maryland Attorney General’s Civil Rights Division describes a distressing pattern of “sex for rent” schemes. It suggests that Sessoms would often offer to lower rent or waive housing fees in exchange for sexual favors, leaving women feeling trapped and coerced. Unfortunately, when these women turned down his advances, the repercussions could be severe. One woman, for instance, experienced an illegal eviction after refusing his inappropriate demands, demonstrating a heartbreaking violation of her autonomy and rights. The allegations extend beyond coercive proposals to more alarming acts, including voyeurism, relentless unwanted sexual advances, and even sexual assault. One particularly upsetting account reveals how a homeless woman, desperately seeking shelter, was subjected to behavior that no one should ever have to endure. This conduct underscores a profound abuse of power, as Sessoms appears to have manipulated his control over housing to take advantage of women in vulnerable situations. Ultimately, at least seventeen women have bravely come forward, sharing their stories, which together paint a powerful picture of the gender-based discrimination and harassment they faced. Their courage has been vital in shining a light on this grave issue.

As we approach this Thanksgiving, we take a moment to reflect on the principles that guide our work and the community we are proud to serve. This time of year offers a valuable opportunity to pause, gather with loved ones, and acknowledge the foundations of our collective strength and progress. The pursuit of justice is a demanding endeavor, one that requires unwavering commitment and a clear-eyed view of the facts.

Shannon Long, a dedicated and capable female employee, pursued a promotion to an administrator position at EMH's Fort Logan Hospital, fully meeting all the qualifications and educational requirements for the role. Tragically, she was informed directly by the company’s CEO that her gender would prevent her from being selected for the position. The CEO reportedly expressed a belief that "men work better with men," leading to the promotion of a male colleague who, according to the lawsuit, did not fulfill the educational criteria for the role. In a disheartening turn of events, Shannon was then assigned to a lower-paying position, reporting to the man who received the promotion over her. In the face of this unjust treatment, Shannon bravely filed a discrimination charge with the EEOC, taking a stand against unlawful employment practices. Instead of addressing her concerns, EMH chose to retaliate, culminating in her termination in December 2022. This not only compounded the original discrimination she faced but also added a painful layer of punitive response to her courageous act of speaking out.

The story of Mr. Ortiz unfolds as a heartbreaking example of alleged wrongful termination, illustrating the profound challenges faced by dedicated employees during times of medical crisis. For nearly 20 years, Mr. Ortiz had been a loyal and exemplary employee at Elevance / Anthem / Blue Cross. After undergoing emergency open-heart surgery, Mr. Ortiz found himself in a difficult situation. He received an alarming email from his supervisor, accusing him of being on "unapproved leave" and threatening termination for "job abandonment" if he did not respond within three days. The letter contained a chilling warning: "you are not eligible for rehire." The story of Mr. Ortiz unfolds as a heartbreaking example of alleged wrongful termination, illustrating the profound challenges faced by dedicated employees during times of medical crisis.

Abbas Sizar is a highly esteemed engineer with an impressive 35 years of experience in overseeing intricate rail and transit projects. Holding both a Master’s and Bachelor’s degree in electrical engineering, he is a licensed Professional Engineer across nine states. Throughout his dedicated career at Mott MacDonald, Mr. Sizar encountered unexpected challenges, largely stemming from discriminatory practices that favored a younger colleague. This situation serves as a poignant reminder of how a deeply respected professional, who has made invaluable contributions to his field, was unfairly pushed aside and ultimately let go. It’s truly disheartening to see such talented individuals face these kinds of obstacles.

A woman with 25 years at Nike has shared her experience of alleged discrimination. She started as a store manager in 1998 and climbed to senior director, but her experience changed in 2021 when a new supervisor took over. As the only woman on the leadership team, she felt isolated, excluded from important meetings, and treated differently than her younger male colleagues. After 25 years of devoted service she was fired without severance. Her story sheds light on the broader issues of fairness and equity in the workplace, reinforcing the need for inclusive environments.

Helmer Friedman LLP Named To Best Lawyers' 2026 List of Best Law Firms in Los Angeles & Beverly Hills for Employment Law - Individuals November 1, 2025 – Helmer Friedman LLP is very pleased to announce that it has been selected by Best Lawyers for inclusion in its 2026 list of the Best Law Firms in Los Angeles & Beverly Hills for Employment Law – Individuals - …

A workplace should serve as a foundation for growth and collaboration, yet it can often harbor fear and discomfort for employees. When unwelcome behaviors based on race, sex, or religion permeate the environment, they create a hostile atmosphere that undermines well-being, stifles morale, and diminishes productivity, all while exposing employers to significant legal risks. This guide emphasizes crucial legal definitions, highlights what constitutes illegal harassment, and outlines actionable steps that both employees and employers can take to confront and prevent these challenges. Together, we can cultivate a workplace where everyone feels valued and safe.

Pasadena Bar Association Invites Andrew H. Friedman To Present "2025 Employment Law Year In Review" December 15, 2025 - Helmer Friedman LLP is pleased to announce that the Labor & Employment Section of the Pasadena Bar Association has invited Mr. Friedman to speak at an MCLE webinar entitled: “2025 Employment Law Year In Review.” The Pasadena Bar describes the program: “2025 was another bumper year for employment law appellate decisions.

When life throws you a curveball—whether facing your own health crisis or a loved one’s medical emergency—the last thing you should worry about is job security. It’s easy to feel overwhelmed, but family and medical leave laws exist to support you. Many people don’t realize their rights or how to navigate these complex regulations, adding to their stress. Understanding the legal landscape surrounding family and medical leave is crucial for protecting your livelihood during difficult times. With varying federal and state laws, knowing your eligibility, rights, and responsibilities can make a significant difference. This guide offers an empathetic overview of family and medical leave laws to help you through these challenges. Whether you're dealing with health issues, caring for a loved one, or welcoming a new child, being informed can empower you to face these situations with confidence. You’re not alone in this journey.

In September 2024, a jury delivered a significant verdict of $238 million against United Parcel Service, Inc. (UPS), finding the company liable for racial discrimination, creating a hostile work environment, and retaliation against a former Black driver, Tahvio Gratton. The ruling includes $198 million in punitive damages and $39.6 million for emotional distress, humiliation, pain, and suffering. This landmark decision sends a strong message to employers everywhere about the serious consequences of failing to prevent and address workplace discrimination.

Healthcare fraud places an enormous financial burden on taxpayers, draining billions of dollars each year from public resources. Whistleblowers are essential in the fight against this pervasive issue, as evidenced by the Capstone Diagnostics case, which led to a $14.3 million settlement, with the whistleblower receiving an impressive $2.86 million reward. These fraudulent activities jeopardize vital programs such as Medicare and Medicaid, often fueled by kickbacks and deceitful claims. It’s crucial for potential whistleblowers to grasp their rights, as they are protected by laws designed to encourage their bravery and offer substantial financial incentives. By stepping forward, individuals can not only seek justice but also play a pivotal role in safeguarding healthcare integrity while being justly rewarded for their courage.

The Lacey's Place settlement represents one victory in the ongoing fight against workplace pay discrimination. While $92,964 may seem modest compared to some high-profile cases, this resolution demonstrates that violations affecting even small groups of employees carry real consequences. The case involved systematic pay discrimination that affected female district managers across the company’s 30+ gaming parlor locations. Since at least March 2018, female managers earned less than male coworkers despite having comparable experience and educational backgrounds and were fired when they complained.

The impact of mental health disability discrimination can be deeply distressing, as highlighted by a recent case involving Ranew’s Management Company, Inc. An employee courageously brought to light his struggles with severe depression and requested three weeks off to focus on his well-being. Initially, the CEO showed support for his request, which is commendable. However, upon the employee’s return after six weeks, he faced termination, with the CEO expressing concerns about trust in his ability to perform his duties. This unfortunate decision not only hurt the employee but also went against the protections outlined in the ADA. In recognizing the significance of this situation, Ranew’s has agreed to a $250,000 settlement. This post will explore the legal frameworks designed to protect employees with mental health conditions, an employer's responsibilities, and the steps you can take if you believe you have experienced mental health disability discrimination.

The Equal Employment Opportunity Commission (EEOC) took a stand by filing a lawsuit against Walmart Inc. for subjecting employees with intellectual disabilities to disturbing harassment, including degrading remarks like "stupid" and "slow." Additionally, the denial of essential job coaching services added to their struggle, underscoring how pervasive and varied disability discrimination can be. This situation illustrates the profound impact of such treatment, creating unbearable conditions for these employees who deserve respect and support in their workplace.

Enterprise Leasing Company has reached a settlement of $1.8 million in response to serious charges regarding age discrimination in their hiring practices. It’s disheartening to learn that the company systematically overlooked job applicants aged 40 and older for management trainee positions, impacting hundreds of capable individuals in their pursuit of employment.

In November 2021, Jesus Plasencia and his wife, Ana Maria Marcela Tavantzis, were filled with anticipation as they boarded an American Airlines flight from Miami to Madrid. However, moments after the plane pushed back from the gate, their journey took a distressing turn. Mr. Plasencia suddenly began to struggle with his speech and found it difficult to reach for his phone. Recognizing the serious signs of a possible stroke, his wife acted with remarkable urgency and care, immediately alerting a flight attendant and the pilot to ensure help was on the way.

A compelling discrimination lawsuit has emerged at Discover Financial Services, where former executive Diane Offereins alleges that she was unjustly made a scapegoat for regulatory issues, resulting in the loss of over $7 million in stock awards. Filed in the U.S. District Court for the Northern District of Illinois, her case shines a glaring spotlight on critical issues of gender and age discrimination, as well as corporate accountability.