Lawyer News

Pregnancy Leave and Discrimination

When a woman becomes pregnant, keeping up with the demands of a job can become challenging. In addition, many women need a rest after actually giving birth. Employers have not always been understanding of this, necessitating the need for legal action. Under the Fair Employment and Housing Act (FEHA), pregnant mothers have the ability to take up to four months off surrounding the time of the birth of their child. It can be before or after, whenever the pregnancy causes a woman to be unable to work. Some women choose to take their time off after giving birth so that they have the opportunity to spend the time with their child, bonding and caring for them. If an employer chooses to extend the time a mother is allowed for other disabilities, this extension will also need to be granted to other expecting mothers. Leave is outlined under the government code and pregnant mothers are covered under Government Code §12945 for disability leave.

Maternity leave is paid time off and mothers are able to leave their job legally without an employer firing them for doing so. Some employers choose to ignore this rule or try to find ways around it, believing they are at a loss for paying a pregnant mother that is not actually working during those four months or may not work at her optimal level before or after that time. This is illegal and can be grounds for a lawsuit. This issue is also further covered in The Pregnancy Discrimination Act of 1978. Discrimination in the workplace should not be tolerated and a person cannot be let go for prejudices that an employer may have.  If you are the victim of this type of treatment and believe you were let go due to pregnancy, speak to an attorney from the Employment Lawyer’s Group to find out if you have grounds for a case or visit their website. 

Civil Rights and the Workplace

Many people do not realize the important role that civil rights play in the workplace. Examples of civil rights violations include discrimination, harassment, invasion of privacy, racial profiling, failure to accommodate, and more. The federal government has been many laws and acts in place to protect employees from these types of violations from affecting them. However, even though years have passed since they have been in force, these offenses are still occurring across the country.

One all-too-common type of discrimination is based on race and color. It does not matter where you were born or what color you are, racial discrimination can affect anyone. If you feel as though you were denied a job or passed over for a promotion based on your race, you could have the right to file a lawsuit against the offending party. This extends outside of work duties and includes social interactions as well. Derogatory remarks or slurs that are directed at humiliating the individual because of their race are in direct violation of civil rights law.

Civil rights and employment law also intersect when it comes to gender. In the past, it was not uncommon for a woman to be paid less based on the fact that she was not a man. This did not have anything to do with skill or job performance, but was based on the false fact that men deserved to earn more. Although the Equal Pay Act has outlawed this behavior since 1963, it does not mean that it has stopped. If you are being given an unfair salary and you believe it is due to sex discrimination, the offending party should be held accountable for their blatant disregard for the law and the rights of others. If you have more questions, please contact a Los Angeles employment law attorney from the team at Moody & Warner, P.C. 

Federal Bail Bonds

Bail bonds can differ depending on the circumstances. For a federal crime you will need a federal bail bond. It is up to the U.S. district Court to issue a bail bond for a federal offense. In a federal bail bond there is not the same time limit that is set on other types of bail bonds. In some instances bail may not be allowed to be posted, restraining the defendant from gaining freedom before their trial.

Typically the liability for the defendant being present for their court date is put on the bail bond company, however, in a federal case the assets are promised to the court by the defendant. It is left up to the discretion of the judge to decide how much the bail should be, the terms of it as well as how the bail will need to be submitted. The judge may ask for more than just money in an effort to guarantee that the defendant will in fact show up on their appointed court date. They can also place restrictions on the defendant such as preventing them from travelling outside of the area until after their trial has ended.

In a federal bond with no justification, this means that any financially accountable parties only need to give their assurance that the defendant will show. When bail is posted and a person is released for the time being, this allows them the chance to seek a criminal defense attorney that can defend them against the charges they have been accused of. A bail bond agent will know how to properly prepare a bail so that it is accepted by the court and you or a loved one are allowed to go free. Speak to a Los Angeles bail bonds agent from Adelante bail bonds when you need help to post bail for a federal charge or other type of charge.