Employment Discrimination Lawyer in San Francisco & San Jose, California
Arlo Uriarte and Liberation Law Group file cases for workers facing workplace discrimination across the Bay Area. We fight for workers. We do not defend employers. Over 20 years of experience. No fee unless we win.
Are you being treated differently at work because of your race, gender, age, disability, or where you were born? Have you watched less qualified coworkers move ahead while you stay in the same position year after year? Does your workplace feel hostile, unfair, and like nothing is ever going to change?
What you are describing has a name: workplace discrimination. And in California, it is completely illegal.
My name is Arlo Uriarte. I am an employment attorney at Liberation Law Group and I have spent over 20 years filing cases on behalf of workers in San Francisco, San Jose, Oakland, Napa, and throughout Northern California. We are a plaintiff's firm — we fight for workers, we file cases, and we do not defend employers. Our office is at 2760 Mission Street 2nd floor, in the Mission District, three minutes from 24th Street BART. We speak Spanish. We know our community. And we know how to build a case that wins.
If you think you are being discriminated against at work, call today for a free consultation in Spanish or English. No cost. No obligation. Regardless of your immigration status.
What Is Workplace Discrimination? California's FEHA Explained
California's Fair Employment and Housing Act — FEHA — is one of the strongest workplace protection laws in the country. Unlike federal law, FEHA protects every worker in California regardless of how many employees their employer has. A one-person company is covered the same as a Fortune 500 corporation.
Workplace discrimination occurs when an employer makes an unfavorable employment decision — firing, refusing to hire, denying a promotion, cutting pay, or changing working conditions — based on a personal characteristic protected by law. Not based on performance. Not based on behavior. Based on who you are.
Discrimination can come from your direct supervisor, the company owner, HR, or even coworkers if the employer fails to stop it. And it is not always obvious. Many times it is subtle — disguised as "business decisions" or "performance issues" that appear only after you reveal a pregnancy, a disability, or a religious observance.
The Legal Authority Behind Your Claim — The California Statutes That Protect You
A discrimination case is not won with outrage. It is won by applying specific provisions to specific facts. These are the rules that govern an employment discrimination case in California, with the exact citation so you can verify any of it yourself or take it to any attorney.
| Provision | What it establishes |
|---|---|
| Gov. Code § 12940(a) | Makes it unlawful to discriminate in hiring, firing, compensation, or terms and conditions of employment because of race, color, national origin, ancestry, religion, sex, gender, gender identity or expression, sexual orientation, marital status, pregnancy, age (40 and over), physical or mental disability, medical condition, genetic information, and military or veteran status. |
| Gov. Code § 12926(d) | Defines "employer" for discrimination purposes: five or more employees. |
| Gov. Code § 12940(j) | Harassment. Applies to employers of any size, including a single employee, and allows personal liability for the harasser, not just the company. |
| Gov. Code § 12940(k) | Requires employers to take reasonable steps to prevent discrimination. Failing to act is itself a violation. |
| Gov. Code § 12940(m)-(n) | Reasonable accommodation for disability and the duty to engage in the interactive process in good faith. |
| Gov. Code § 12945 | Protections related to pregnancy, childbirth, and related medical conditions. |
| Gov. Code § 12951 | Restricts English-only policies: lawful only where justified by business necessity and where the employer has given notice of the rule and the consequences of breaking it. |
| Gov. Code § 12923 | Enacted by SB 1300: a single incident can be enough to create a triable issue of a hostile work environment, and the law expressly rejects the "stray remark" doctrine. |
| Gov. Code § 12960(e) | Three years to file a verified complaint with the CRD, measured from the most recent unlawful act. Extended from one year to three by AB 9, effective January 1, 2020. |
| Gov. Code § 12965(c)(1)(D) | One year to file the civil lawsuit, measured from issuance of the right-to-sue notice. |
| Gov. Code § 12965(c)(6) | A court may order the employer to pay the worker's attorney's fees. |
| Labor Code § 1019 | Prohibits immigration-related retaliation, including threatening to report a worker. Penalty up to $10,000 per violation. |
| Civil Code § 3339 | Immigration status is irrelevant to the availability of employment remedies under California law. |
| Civil Code § 3294 | Punitive damages where malice, oppression, or fraud is proven by clear and convincing evidence. |
| 42 U.S.C. § 2000e-2 | Title VII, the parallel federal statute enforced by the EEOC. |
| 42 U.S.C. § 1981a(b)(3) | Federal caps on compensatory and punitive damages: $50,000 to $300,000 depending on employer headcount. |
The single most important practical difference between California and federal law: FEHA has no damages cap. Title VII does, between $50,000 and $300,000 depending on the size of the employer. That is why most California discrimination cases are brought under FEHA rather than federal law alone.
General information about California law. Not legal advice for your specific situation.
Two California Supreme Court decisions that change the math of your case
Harris v. City of Santa Monica (2013) 56 Cal.4th 203. If the employer proves it would have made the same decision for lawful reasons, the worker cannot recover back pay or reinstatement. But that does not eliminate the employer's liability: where discrimination was a substantial factor, the worker can still obtain declaratory relief, an injunction, and an award of attorney's fees. In practice it means the fact that your employer has "another reason" in the file does not end your case.
Salas v. Sierra Chemical Co. (2014) 59 Cal.4th 407. An undocumented worker is protected by California employment law and can sue for discrimination and retaliation. Combined with Civil Code § 3339 and Labor Code § 1019, immigration status is not a defense for the employer. It is additional exposure if the employer uses it as a threat.
Types of Employment Discrimination We Fight in San Francisco
Liberation Law Group handles every type of workplace discrimination under California's FEHA and federal law. Each link below takes you to a detailed page about that specific type of discrimination, your rights, and the legal deadlines that apply:
If you are not sure which type of discrimination applies to your situation, do not worry. Call 1-888-442-2642 and we will evaluate your situation for free. Many cases involve more than one type of discrimination — which frequently results in higher available damages.
Free consultation in Spanish or English.
1-888-442-2642 or request your free case evaluation hereWorkplace Discrimination by the Numbers — Real Statistics from California
Workplace discrimination is not a problem of the past. It is a daily reality for thousands of workers in San Francisco, San Jose, Oakland, Napa, and throughout the Bay Area. The numbers are clear.
In California, the most common types of discrimination complaints are: retaliation (54%), race (33%), disability (29%), sex (22%), and age (21%). And when it comes to promotions — for every 100 men promoted to management, only 89 white women are promoted, 54 Black women, and just 54 Latinas.
These are not abstract statistics. They represent workers in your community, your industry, your city. Many of them never called an employment attorney because they did not know they had rights. Do not make that same mistake.
Source for the national figures: U.S. Equal Employment Opportunity Commission (EEOC) Annual Performance Report for fiscal year 2024 — 88,531 new charges, an increase of more than 9% over fiscal year 2023. State figures come from the California Civil Rights Department.
Employment Discrimination in San Francisco: What We See Every Week
From our office on Mission Street, we hear from workers across the city and Northern California every week. The cases we file reflect the industries and communities at the heart of San Francisco.
Technology and Startups — SoMa, South Bay, and Silicon Valley
Tech companies in San Francisco's SoMa district — between Howard and Folsom streets near the Moscone Center — and in the corporate campuses along US-101 toward Mountain View and Palo Alto are where we file the most gender and racial discrimination cases involving professional workers. Women engineers passed over for promotions while less qualified male colleagues advance. Latino employees with "communication issues" that their Anglo counterparts do not face. Workers over 50 who are suddenly "not a cultural fit." All of this is illegal discrimination — and we file cases against tech companies regularly.
Restaurants and Hospitality — Mission District, North Beach, Union Square
San Francisco's restaurant industry — from the kitchens of North Beach near Washington Square Park to the hotels surrounding Union Square — produces a high volume of racial discrimination, gender discrimination, and pregnancy discrimination cases. Mexican and Central American workers who work harder and earn less than their counterparts. Pregnant employees who develop sudden "performance problems." Latino cooks who are never promoted to executive chef regardless of their skill and experience.
Wineries and Agriculture — Napa Valley and Sonoma County
In the wineries of Napa County and the vineyards of Sonoma County, where a significant portion of the workforce is Latino, discrimination based on race, national origin, and disability is prevalent. We have taken cases to trial before the Napa County Superior Court at 825 Brown Street in downtown Napa — and those cases made headlines in California's most respected publications. Workers with decades of service terminated when they need medical accommodations. Employees denied language access during critical HR meetings.
Healthcare — SF General, UCSF, Community Clinics
Healthcare workers at San Francisco General Hospital on Potrero Avenue, at UCSF on Parnassus, and in community clinics in the Excelsior district face gender and racial discrimination that affects their pay and advancement opportunities. Latina nurses with heavier patient assignments than their non-Latina colleagues. Mental health workers with disabilities denied reasonable accommodations. Physicians of color passed over for leadership positions despite stronger credentials.
Construction and Trades — Mission Bay, Bayview-Hunters Point
With major construction projects underway near Chase Center in Mission Bay and in the Candlestick development in Bayview-Hunters Point, many Latino tradespeople face racial and national origin discrimination disguised as "language barriers" or "lack of qualifications." We file cases against construction employers throughout the Bay Area.
8 Signs of Workplace Discrimination You Should Not Ignore
Discrimination is not always obvious. In many cases, the signs are subtle — framed as "company policy" or "casual comments." Recognizing these patterns can be the first step in protecting your rights.
Less qualified coworkers are advancing. There is no transparency in the promotion process. Evaluations feel subjective or inconsistent. If this happens repeatedly and you believe it relates to a protected characteristic, it may be discrimination.
If you and another employee do the same work with the same experience but your pay is lower, this may be pay discrimination — illegal under California's Equal Pay Act, which is broader than federal law.
Being isolated from key decisions — especially when it consistently affects the same groups (Latinos, women, LGBTQ+ employees, older workers) — can be a form of indirect discrimination.
Micro-aggressions — subtle comments about your accent, appearance, age, or beliefs — create a hostile work environment. You are not being "too sensitive." This is illegal under FEHA when severe or persistent enough.
If your supervisor constantly looks for errors in your work while ignoring the same issues in others — and you believe this relates to a protected characteristic — it may be discrimination.
If things got worse right after you announced your pregnancy, disclosed a disability, or requested a religious accommodation, the timing of those changes is powerful evidence of discrimination.
If the workplace feels tense, unsafe, or deeply uncomfortable for reasons related to who you are — and the employer knows about the problem but does nothing — you may be experiencing indirect discrimination.
If after filing a complaint you were reassigned, had your pay cut, had your hours reduced, or were terminated — that is illegal retaliation under FEHA. Retaliation is an additional violation that frequently equals or exceeds the value of the original discrimination claim.
20+ years filing cases for workers in San Francisco and the Bay Area. Free consultation in Spanish or English. No fee unless we win.
1-888-442-2642 or request your free case evaluation
What to Do Immediately If You Are Being Discriminated Against
Discrimination rarely improves on its own. Employers count on the fact that you will wait too long, doubt yourself, or decide it is not worth fighting. Do not give them that advantage.
Write a private journal — never stored on work devices — recording each incident with the exact date, what was said word for word, who was present, and how it affected you. Do this the same day it happens. A contemporaneous journal is powerful evidence in court.
Screenshot discriminatory emails from your personal phone. Forward important work emails to your personal address. Download performance reviews, pay stubs, and company policy documents. Do this before the employer has any reason to delete evidence — and employers do delete things.
Who saw or heard what happened? Are there coworkers in similar situations? Write down their full names and contact information. Witnesses are often the difference between winning and losing a case at trial.
File a formal written complaint to HR via email so there is a permanent record. Save all responses — or the lack of them. An employer that receives a written discrimination complaint and takes no action is in a very weak legal position.
If your employer offers a severance or separation agreement, do not sign before speaking with an attorney. Once you sign, you may permanently waive your legal rights. Call 1-888-442-2642 — the consultation is completely free.
What Evidence Do You Need to Prove Workplace Discrimination?
One of the most common things we hear: "But I don't have proof." The reality is that you almost never need a smoking-gun email where your manager explicitly says "I fired you because of your race." That kind of direct evidence is extremely rare — discriminating employers do not leave that kind of trail.
The vast majority of discrimination cases are won with circumstantial evidence — a pattern of facts that, taken together, allow a jury to infer that the employer's motivation was discriminatory. The most useful evidence:
- Performance reviews — especially if they worsened inexplicably after you revealed a protected characteristic
- Emails and messages — communications showing differential treatment or discriminatory comments
- Payroll and compensation records — to compare with coworkers of different races, genders, or ages
- Promotion and assignment records — who was promoted, when, and why
- Witnesses — coworkers who observed the discriminatory treatment
- Personal journal with dates — notes written at the time of incidents are highly credible
- The employee handbook and company policies — to show gaps between written rules and how they are actually applied
If you have none of this, do not give up. Through the legal process called discovery, we can compel the employer to produce internal payroll records for all employees, internal emails, promotion decision documents, and all personnel communications. Employers are required by law to produce this information — and what it reveals often tells the real story of what happened.
California Legal Deadlines — Three Years, But One Mandatory Step Before Court
Two separate clocks run at the same time, and confusing them is the most common way a winnable case is lost.
Government Code § 12960(e) gives you three years from the most recent act of discrimination to file a verified complaint with the California Civil Rights Department (CRD), which has an office at 455 Golden Gate Avenue in San Francisco. This deadline was only one year until AB 9 extended it to three, effective January 1, 2020.
Once the CRD issues your right-to-sue notice, § 12965(c)(1)(D) gives you one year to file the civil lawsuit. That year runs from the date the notice is issued, not the day you receive or open it.
You cannot go straight to court. Exhausting the administrative process with the CRD is a jurisdictional prerequisite to a FEHA lawsuit. If the administrative complaint is not filed in time, the lawsuit is subject to dismissal no matter how strong the facts are. If you do not want to wait for the CRD to investigate, you can request an immediate right-to-sue notice and proceed to court.
EEOC: 300 days. For the parallel federal statute (Title VII), the California deadline is 300 days with the EEOC, whose San Francisco district office is at 450 Golden Gate Avenue. It is far shorter than the state deadline, which is why waiting is a bad idea even when you still have years left under FEHA.
The clock runs from the most recent act of discrimination in a continuing pattern, not the first one. Lawsuits are filed in the Superior Court for the relevant county: San Francisco at 400 McAllister Street, Napa at 825 Brown Street, Santa Clara at 191 North First Street in San Jose. Read our step-by-step guide to filing with the CRD and EEOC, covering the four ways to file and the intake form that stops the limitations clock.
Documented Matters — Real Cases, With Their Real Procedural Posture
These are documented matters Liberation Law Group has been involved in that were covered by the California press. Each is described with its exact procedural posture, because a verdict that was set aside and a case that is still open do not mean the same thing as a final recovery.
* Prior results do not guarantee or predict a future outcome. Every case turns on its own facts, its evidence, and its jurisdiction.
What actually determines the value of a discrimination case
We do not publish value ranges, because a range without your facts is not useful information. It is a made-up number. What we can explain are the factors the law and the evidence make matter:
- Documented lost wages — from the adverse action to today, plus projected future loss if you have not been able to find comparable work.
- The quality of your evidence of motive — emails, messages, prior positive reviews, the precise timing of events, and comparison to similarly situated workers.
- Whether the employer can sustain the Harris same-decision defense, which limits damages without eliminating liability.
- The duration and severity of the conduct, and whether the employer ignored internal complaints despite its duty to prevent under § 12940(k).
- Emotional distress damages and, where malice or oppression is proven by clear and convincing evidence, punitive damages under Civil Code § 3294.
- Independent penalties that stack, such as the $10,000 per immigration-related threat under § 1019.
- The size of the employer, which determines whether the federal damages cap applies and whether FEHA covers them at all.
- Attorney's fees, which under § 12965(c)(6) the employer may be ordered to pay, changing the economics of the case.
No obligation. No cost. Regardless of your immigration status. We speak Spanish.
1-888-442-2642 or request your free case evaluation hereIntersectional Discrimination — The Compounded Barrier Latino Workers Face
If you are a Latino worker in San Francisco, San Jose, Oakland, or anywhere in Northern California, the discrimination you face is often not just one type. It is a combination of race, national origin, gender, and language that creates barriers white workers simply do not encounter.
The statistics confirm the scale of the problem: Latina women earn only 54 cents for every dollar earned by white men — the largest wage gap of any demographic group in the United States. In San Francisco, where a one-bedroom apartment averages over $3,000 per month, that gap is not just unfair — it is a survival issue for families in our community.
In cases involving intersectional discrimination — where multiple types of discrimination operate simultaneously — the available damages are frequently two to three times higher than in single-type cases. That is because there are multiple civil rights violations, each with its own damages available under California law.
At Liberation Law Group, we have spent over 20 years representing specifically the Latino workers who face this compounded barrier. We understand the culture, we speak your language, and we know how to document and present these cases effectively before juries in San Francisco, Napa County, and Santa Clara County.
Why You Need an Employment Attorney — Not Just "Hire Us"
You can technically file a complaint with the California Civil Rights Department without an attorney. For simple cases where the employer cooperates, that can work.
In reality, employers in San Francisco — especially mid-size and large companies — have employment defense attorneys whose full-time job is to protect the company from exactly the type of case you have. When you file without legal representation, you are negotiating your financial future against a team of professionals trained to minimize what the company pays.
What we do that you cannot do alone:
- Know what evidence to demand from the employer that you do not know exists — and have the legal tools to compel it
- Understand the exact deadlines and correct jurisdictions — a procedural error can permanently end your case
- Negotiate from a position of strength because employers know we are prepared to take cases to trial — and we do
- In most successful employment cases, the employer pays our attorney fees — not you
- Have over 20 years of experience with San Francisco, Napa County, and Santa Clara County juries
At Liberation Law Group we work on full contingency. You pay nothing unless we win. No hidden fees. No bills. No surprises. If we do not recover money for you, you owe us nothing.
What Our Clients Say
"Attorney Arlo Uriarte has handled many of my legal concerns. His team works so efficiently and is always available when I reach out to them. They handled my case diligently."
— Zenia Llamas, Google review
"Liberation Law Group helped me think through a case I am preparing. I was pleased with the consultation."
— Gregor Fisher, Google review
Where We Serve — San Francisco and All of Northern California
Our main office is at 2760 Mission Street 2nd floor, in the Mission District of San Francisco — three minutes from 24th Street Mission BART and around the corner from Dolores Park. We handle cases throughout Northern California:
San Francisco: Mission District, Excelsior, Tenderloin, SoMa (near Moscone Center), Financial District (near the Embarcadero and Ferry Building), North Beach, Bayview-Hunters Point, Castro, Union Square, Potrero Hill, Chinatown.
Santa Clara County: San Jose (downtown near the Superior Court at 191 North First Street, a few blocks from SAP Center; East San Jose; Santana Row area), Santa Clara, Milpitas, Sunnyvale, Mountain View.
Alameda County: Oakland (especially Fruitvale near the BART station, with 53.8% Hispanic population), Hayward, Fremont, Berkeley, San Leandro, Pleasanton, Union City.
North Bay: Napa County (city of Napa near the Superior Court at 825 Brown Street), Sonoma County, Santa Rosa, Marin County, Vallejo, American Canyon, Solano County, Fairfield.
San Mateo County: Daly City, South San Francisco, San Mateo, Redwood City, East Palo Alto.
Central Coast: Monterey County, Watsonville, Santa Cruz County, Salinas.
Liberation Law Group — Employment Attorneys for Workers. Free consultation in Spanish or English. No fee unless we win.
1-888-442-2642 or request your free consultation onlineFrequently Asked Questions About Workplace Discrimination in California
How do I know if I am being discriminated against at work?
Workplace discrimination is not always obvious. You may be experiencing it if you notice a pattern of unequal treatment compared to coworkers without a clear performance-based explanation. Key signs: coworkers with less experience are being promoted while you are not; you receive more criticism or discipline than colleagues with similar performance; you are excluded from important meetings or projects; your treatment changed right after you revealed a pregnancy, disability, or other personal characteristic; or you earn less than colleagues in equivalent positions.
The most important factor is identifying a pattern — not an isolated incident, but a series of events that point in the same direction. If the unfair treatment seems connected to who you are rather than how you work, you probably have a case worth evaluating. Call Arlo Uriarte at 1-888-442-2642 for a free evaluation of your specific situation.
Can I file a discrimination case as an undocumented worker?
Yes — full rights, full protection. California's FEHA explicitly protects every worker in the state regardless of immigration status. Your employer cannot use your immigration situation as an excuse to discriminate against you, and doing so constitutes an additional legal violation.
More importantly: if your employer threatens to report you to immigration authorities to silence your discrimination complaint, that is illegal retaliation under California Labor Code Section 1019, carrying penalties of up to $10,000 per threat — separate from your main discrimination case.
At Liberation Law Group, we handle every case with complete confidentiality. We never ask about immigration status and we never share that information with anyone. Call 1-888-442-2642. Spanish and English.
How long do I have to file a workplace discrimination lawsuit in California?
California provides multiple options with different deadlines. The most generous is 3 years from the most recent act of discrimination to file a lawsuit directly in court. In San Francisco, that is the Superior Court at 400 McAllister Street near Civic Center BART. In Napa, the Napa County Superior Court at 825 Brown Street. In San Jose, the Santa Clara County Superior Court at 191 North First Street near SAP Center.
For administrative complaints with the California Civil Rights Department (CRD), the deadline is 3 years from the most recent unlawful act (Gov. Code § 12960(e)). For the EEOC (federal), 300 days.
The deadline begins from the last act in an ongoing pattern of discrimination — not the first. Do not wait. Call 1-888-442-2642 to find out exactly which deadline applies to your situation.
What evidence do I need to prove workplace discrimination?
Most discrimination cases are won with circumstantial evidence — a pattern of facts that allows a jury to conclude the employer's motivations were discriminatory. Direct evidence, like a manager explicitly stating a discriminatory reason, is rare. What matters is the pattern.
The most useful evidence includes: performance reviews (especially if they worsened after you revealed a protected characteristic), emails and messages showing differential treatment, payroll records for comparison with colleagues, witnesses who observed the discrimination, and a personal journal with detailed contemporaneous notes from each incident.
If you have no documents, do not give up. Through legal discovery, we can compel the employer to produce internal records, emails, and salary data for all employees. What those records reveal often tells the real story. Call 1-888-442-2642 for a free evaluation of what evidence you have and what we can obtain.
What happens if I am fired for complaining about discrimination?
Call an employment attorney immediately — and do not sign anything. What you are describing is workplace retaliation: an independent legal violation separate from the original discrimination claim. In California, retaliation for reporting workplace discrimination is illegal and carries serious consequences for employers.
When you are fired for reporting discrimination, you have a wrongful termination claim in addition to the original discrimination claim. Damages frequently double or triple when retaliation is involved. And a sequence of events — worker reports discrimination, employer fires worker — is very difficult to defend before a Bay Area jury.
Call Arlo Uriarte at 1-888-442-2642 immediately.
How much can I recover in a workplace discrimination case?
California's FEHA provides some of the most generous damages available anywhere in the country for workplace discrimination victims. You can recover back pay — everything you lost because of discriminatory treatment. Future lost earnings if your career was damaged. Emotional distress damages with no statutory cap — unlike federal law, California's FEHA places no ceiling on these amounts. Punitive damages to punish intentional discrimination. And in most successful employment cases, the employer pays your attorney fees.
In intersectional discrimination cases — where multiple protected characteristics are involved simultaneously — damages are frequently two to three times higher. We have tried pregnancy, sex and national origin discrimination cases in Napa County Superior Court.
Every case is different. Call 1-888-442-2642 for a free, honest evaluation of what your specific situation might be worth.
Is it hard to win a workplace discrimination case in California?
It is not impossible — and with experienced legal representation, success rates improve significantly. The challenge is that discrimination rarely leaves obvious evidence. Employers do not typically write emails saying "I denied you the promotion because of your race." Cases are built through patterns of conduct, witness testimony, comparison with coworkers, and documents obtained from the employer through discovery.
What also matters is understanding your specific court. We have over 20 years of experience filing cases in San Francisco Superior Court, Napa County Superior Court, Santa Clara County Superior Court, and federal court in the Northern District of California. We know these venues, these juries, and how to present discrimination cases effectively in each one.
Call 1-888-442-2642. We will evaluate your case for free and tell you honestly what we think it would take to win.
What is intersectional discrimination and why does it matter for Latino workers?
Intersectional discrimination occurs when multiple protected characteristics — such as being a Latina woman or a Latino immigrant with a disability — combine to create compounded barriers that none of those characteristics would create on their own. A Latina worker may face gender discrimination (women are not promoted), racial discrimination (Latinos are not promoted), and national origin discrimination (accented English is penalized) — all simultaneously.
For Latino workers in San Francisco, San Jose, and Northern California, intersectional discrimination is the norm rather than the exception. Latina women earn only 54 cents for every dollar earned by white men — the most extreme wage gap of any demographic group. For every 100 men promoted to management, only 54 Latinas are promoted.
In cases involving intersectional discrimination, the available damages are frequently two to three times higher because multiple civil rights violations are present. Call 1-888-442-2642 for a free evaluation of your specific situation and which types of discrimination apply to your case.
Discrimination practice areas: Racial Discrimination · Gender Discrimination · Pregnancy Discrimination · Age Discrimination · Disability Discrimination · Equal Pay
Sources and Verification
Every provision cited on this page can be read directly in the official sources below. If any of it changes, this page is corrected.
- Fair Employment and Housing Act (FEHA), Government Code §§ 12900 et seq. — leginfo.legislature.ca.gov
- Government Code § 12960 (three-year deadline, AB 9) and § 12965 (civil action and fees)
- Government Code § 12923 (SB 1300, hostile work environment standard)
- Labor Code § 1019 and Civil Code § 3339 (immigration status)
- Civil Code § 3294 (punitive damages)
- California Civil Rights Department (CRD) — calcivilrights.ca.gov
- U.S. Equal Employment Opportunity Commission (EEOC), San Francisco District Office — eeoc.gov
- Title VII, 42 U.S.C. § 2000e, and damages caps at 42 U.S.C. § 1981a(b)(3)
- Harris v. City of Santa Monica (2013) 56 Cal.4th 203
- Salas v. Sierra Chemical Co. (2014) 59 Cal.4th 407
Last reviewed: October 2026. This page provides general information about California law and is not legal advice for your specific situation. An attorney-client relationship is formed only by a written agreement.
