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How We Help Fight Discrimination, Retaliation, and Wage Theft on Behalf of Our Clients.

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Los Angeles Gender Discrimination Lawyers

Los Angeles gender discrimination attorney

At King & Siegel LLP, our Los Angeles gender discrimination attorneys are zealous about protecting our clients from prejudice. Our firm has experience representing employees who have not received equal treatment because of their gender. 

Hiring King & Siegel LLP gives you access to Los Angeles gender discrimination lawyers who:

  • Recovered hundreds of millions of dollars for their clients,
  • Graduated with honors from schools like Harvard and Stanford, and
  • Have a combined 60 years of legal experience.

What’s more, our attorneys have spent many hours in California courtrooms and are never hesitant to take your case to trial.

End the Wage Gap. Stand Up for Economic Equality.

Throughout the 20th and 21st centuries, there have been slow but progressive changes to many laws, attempting to make the workplace fairer for all genders. Despite the incremental progress, employees of all genders continue to face gender or sex-based discrimination on a daily basis.

One of the most insidious problems of gender discrimination is that it can take place in so many forms. A woman might be prevented from taking a higher position as a supervisor in a company, she might be sidelined into a less serious role as her employers prefer a male colleague, or she might simply be paid less for equivalent work. A man might be refused a role that is traditionally designated for women. A non-binary individual may face harassment or shaming for failing to adhere to traditional gender expectations.

If you have faced bias against your gender in any shape or form, you should not stay silent, you have a right to be treated equally.

I don't have words to thank you the king and Siegel team worked so hard on my case during the pandemic and I am so grateful and proud of my outcome with them. They are reasonable and reliable. Those you can trust .. everytime I had a question they would answer it I recommend them 100 percent.. am so thankful for the team .. my worries and stress are over .. a huge weight over my shoulder was lifted and was able to help my family during this hard time thank you so much king and Siegel team..
Vanessa Ponce
Vanessa Ponce
March 8, 2022
I was really nervous about hiring a lawyer but Julian and everyone in her office made the process as stress-free as it could be. She is kind, reassuring and confident and that helps make the process feel less scary. she also knows what kinds of outcomes are reasonable and will explain in detail why, and has a plan to get there. I cannot recommend her more highly.
Ines Martinez
Ines Martinez
March 8, 2022
I had the pleasure of being represented by this wonderful office and their attorneys! They were very quick about answering any questions and most times explained things so well that my questions were answered before I got the chance to ask them. I had an amazing experience, everyone is kind and very attentive to your wants and needs. A case can be very stressful and they did a great job at keeping me sane and comfortable through the entire process. I recommend them 100%.
Adrianna Sells
Adrianna Sells
October 25, 2021
This in an incredibly professional and responsive firm. There was an ease about getting initial information, scheduling, and working with their talented team. While I found it to be true of everyone that I encountered here, it was Julian Burns King that really went above and beyond. Her expertise, experience, and knowledge of employment law and its many facets coupled with her empathy and compassion for her clients, is truly one of a kind. I would absolutely recommend King & Siegel to anyone in need of legal advice or representation.
Jeri Mares
Jeri Mares
October 12, 2021
Everyone at this firm was so helpful, supportive, and nice. The settlement I got changed my life and working with them was as good as a lawsuit could possibly be. I am so glad I found them for my wrongful termination suit.
Evelyn A
Evelyn A
September 25, 2021
I’m glad I trusted the team of King & Seigel to handle my case they are the definition of professionalism. They were honest and very upfront with the process and kept me informed every step of the way not to mention I’m more than happy with the results. Thank you again to the team of King and Seigel.
Ramon Rodriguez
Ramon Rodriguez
December 9, 2020
Julian & Elliot are very good lawyers and I am glad I trusted them with my case. When I hired attorneys, I didn't know what to look for, but I am glad I found them. They were always attentive to my case and I never felt lost even though I did not have any prior experience with litigation. Ultimately, they got a result I was happy with and I am so glad I had them to help me put this experience behind me. You would be lucky to have them in your corner.
Ryan J
Ryan J
August 5, 2020
I would like to thank this amazing duo and their staff for taking care of my friend and I. They were patient and polite, very prompt, and always professional! Thank you all so much! 💜
Yanni Boo
Yanni Boo
July 15, 2020

Laws That Prohibit Gender Pay Discrimination in California

Lawmakers have worked hard for decades to help achieve pay equity and end gender-based wage disparities. California employers must comply with state and federal laws that prevent gender pay discrimination. Speak with a gender discrimination lawyer in Los Angeles if your employer doesn’t comply with the following laws.

Title VII of the Civil Rights Act of 1964 

Title VII of the Civil Rights Act is a federal law that plays a vital role in preventing gender-based wage disparities. It prohibits employers from discriminating against employees on the basis of their sex. This includes compensation, benefits, promotions, and other terms and conditions of employment.

Equal Pay Act of 1963 

The Equal Pay Act (EPA) is another federal law related to sex-based discrimination. It prohibits employers from paying one gender less than the opposite gender for substantially similar work. For example, a coffee shop cannot set a policy that pays male baristas more than female baristas with identical experience. 

California Equal Pay Act 

The California Equal Pay Act (CEPA) expands upon the federal EPA. It uses a broader definition of “substantially similar work” by looking at the employee’s skill, effort, and responsibility. CEPA also requires equal pay for employees across different locations of the same business. It also ensures that prior salary history cannot be used as the sole justification for a gender pay disparity.

If you believe you are being discriminated against in the workplace because of your gender, King & Siegel LLP welcomes you to call our legal team today at (213) 465-4802 for a free review of your case.

The Only Cases Where an Employer Can Pay Different Wages for the Same Work

When you are seeking to determine whether or not you have been treated unfairly regarding pay, it is important to know that there are only a few, limited instances where employers can give a different salary or wages for different employees.

The only possible scenarios where employers are justified in offering different pay would be for differences that take place in:

  • A system of seniority;
  • A system of merit;
  • A system where earnings are determined by the quality or the amounts of objects produced; or
  • A bona fide, provable case where an employee’s training, experience, or education is the determining factor, not their sex, that is motivated by business necessity.

According to the California Equal Pay Act, an employer must prove that one of these factors was the only reason for the pay differential and was applied reasonably to the employee. If there is any other reason, including prior salary, it is illegal for an employer to pay employees of one sex or ethnicity different from another.

What is more, you do not even have to prove that you were intentionally injured by your employer. In contrast to other statutes against discrimination, such as the California Fair Employment and Housing Act, which require proven intent, you just need to show you received unequal pay. In the state of California, you are also legally able to ask any employee what their pay is, to prove how you have received less.

Discrimination Due to Gender Identity and Gender Expression

Title VII forbids employers from discriminating based on gender identity or expression. Moreover, California laws like the Fair Employment and Housing Act and Transgender Work Opportunity Act expand protections for gender identity and expression.

Under these laws, employers must:

  • Use correct pronouns and names,
  • Ensure access to gender-affirming facilities, and 
  • Provide dress codes that don’t discriminate based on gender. 

Moreover, these laws extend protection against harassment or retaliation for advocating one’s gender identity or expression rights.

Evidence That Suggests Gender Discrimination is an Issue in Your Workplace

Gender discrimination in the workplace is a pervasive problem in the United States. However, sometimes discrimination can be hard to detect and even harder to prove. Below, we discuss some of the evidence that can be used to show that gender discrimination exists in your workplace. 

Pay Gaps 

It is an unfortunate reality that across the nation, women tend to make less money than men. Sometimes, women get paid less for working the same job as their male counterparts. Other times, the pay gap is due to a lack of promotion and management opportunities for women in the workplace. If you are making less money than your male counterparts, this may be a sign that you are being discriminated against because of your gender. You also may have a claim under the California Equal Pay Act, even if the pay disparity is unintentional.    

Different Benefits 

Gender discrimination can impact the fringe benefits that women receive. In the United States, women are statistically less likely to receive important benefits such as health insurance, retirement plans, and paid time off. For example, a woman employee’s husband may not be covered under employer sponsored health insurance due to the discriminatory presumption that the husband will have his own health insurance. At the same time, a man’s wife may be covered under that same employer health insurance. 

Different Commissions 

In sales positions, women may face unequal treatment and opportunities for promotions, which can result in lower sales figures and ultimately lower commissions. An employer should address these inequalities so that all their employees have an equal opportunity to succeed based on their performance instead of their gender. 

Lack of Women in Management Roles

While there is no per se requirement that a company promote women into management roles, gender disparities at the top of the org chart may indicate an overall pattern of discrimination throughout the organization. This can happen in multiple ways. Perhaps the company is hostile to mothers and “mommy tracks” women after taking maternity leave. Perhaps the company provides more mentorship opportunities to men so women are less likely to obtain opportunities that lead to promotions. Or perhaps the company’s leaders have always been men and they simply choose people who remind them of themselves as the company’s future leaders. These are just some of the ways a company may discriminate in promotions.

Statute of Limitations to File a Lawsuit for Gender Discrimination in California 

In every state, there are important legal deadlines to meet in a gender discrimination case. In California, you generally have three years from the date of the discriminatory conduct to file a gender discrimination suit against an employer. For equal pay claims, the statute of limitations is two years, unless the conduct was “willful.”

Obtaining Compensation for Victims of Gender Discrimination

If you have been discriminated against in the workplace on account of your gender, either receiving different pay, losing out on key benefits and promotions, or even being fired, you are entitled to receive compensation.

Courts often use the following factors to calculate damages in gender discrimination cases:

  • Severity of discrimination, harassment, or retaliation;
  • Duration of the conduct; 
  • Harm; 
  • Your employer’s behavior; and 
  • Mitigating factors.

Calculating these damages can be difficult, so it is best to work with a gender discrimination attorney in Los Angeles for help.

Economic Damages

Economic damages reimburse the employee for the specific financial losses they have incurred as a result of the discrimination. These can include:

  • Back pay—covers wages and benefits that the employee would have earned if not for the discriminatory actions;
  • Front pay—compensates the employee for future wage losses if they cannot return to work; and
  • Lost benefits—covers the value of bonuses, promotions, or retirement contributions that the employee lost.

Proving economic damages can be easier for your sex discrimination lawyers if you keep pay stubs, benefits paperwork, and other documents that support your claim.

Emotional Distress Damages

These damages compensate for the psychological and emotional harm that an employee endured. This can include compensation for anxiety, depression, humiliation, and other emotional struggles caused by the discriminatory actions.

Punitive Damages

Punitive damages are meant to punish the employer for their wrongful actions. The damages also deter employers from engaging in similar behavior in the future. These damages are typically awarded when the employer’s conduct is found to be particularly malicious, reckless, or intentional.

FAQ: Gender Discrimination

1. Should I File a Gender Discrimination Complaint with the EEOC? 

It is your right to file a complaint against your employer. The EEOC invites employees to file a charge if they experience gender discrimination at work. The California Civil Rights Department also accepts similar complaints. It may be in your best interest to speak with our Los Angeles gender discrimination lawyers before you file the complaint. That way, you can ensure all the facts are included and presented in the best way.

2. Can I Sue My Employer for Sex Discrimination? 

Yes. You can sue your employer for sex discrimination under state and federal law. California has strict gender discrimination laws that prohibit employers from treating those of one gender differently from those of another. 

3. Is It Legal for My Boss to Fire Me After I Reported Discrimination?

Federal and state law prohibit employers from firing an employee for reporting discrimination. This is classified as retaliation. Keep in mind that an employer can fire you for work-related reasons separate from the alleged discrimination. However, many sex discrimination attorneys know that some employers use work-related reasons as an excuse to fire a worker who has reported discrimination. 

How Our Gender Discrimination Lawyers in Los Angeles Can Support You Today

King & Siegel LLP is renowned for its ability to aggressively defend victims who have suffered injustice and discrimination. You can rely on us to be on your side the whole way, as we zealously uphold the principle that people of any gender should never be barred from working, paid unequally, or harassed in any manner.

Our experienced legal team also handles other types of discrimination cases, including:

Our attorneys have helped clients recover millions in disputes with employers. Contact us today to learn more about how we can help with your claim.

Choosing the Right Attorney Can Make All the Difference

We Get Results

We go toe-to-toe with employers to get you the compensation you deserve.

Free, No-Strings-Attached Consultations

All consultations are 100% free. Not sure you have a case? That's fine. We're happy to learn more about your situation and point you in the right direction.

Clients Always Come First

We understand that our clients trust us with their most personal and critical legal issues. We do not take this responsibility lightly. You are not just a number to us.

We Are Passionate About What We Do

We started King & Siegel because we believe that the same aggressive, skilled, and passionate litigation tactics we learned at big firms could and should be available to workers and consumers in their most critical legal moments—when you are harassed, assaulted, demoted, fired, defrauded, or exploited by the institutions you rely on.

Our Firm is Dedicated to Excellence

We graduated from top-five law schools, including Harvard and NYU, and trained at the country's biggest and best litigation firms. As contingency attorneys, you don't pay us unless you win, which means our incentives are 100% aligned. We win if you win. It's that simple.