Adel & Pollack represents both employers and employees who are involved in or trying to avoid getting into litigation. Issues of contention include:

• Employment contracts
• Hiring and firing
• Illegal discrimination
• Unemployment compensation
• Disabilities
• And more...

California has laws in place to protect our workers, which is good for society, while still preserving the basic capitalist principle that owners of businesses should have the right to make responsible business decisions without unreasonable interference. Unlike countries such as Japan, there is no property-type interest in holding a job. Most employees are “at will,” which means that they can be fired for no reason or for any reason that is not illegal or against public policy. Many employment contracts stipulate that termination can only be “for cause,” a provision that can avoid problems for both sides.

If you are entering into an employment contract, we urge you to call us first, so that we can protect your interests as employee or employer.

Harrassment

If you believe that you are being harassed on the job – or if one of your employees is accused of harassing another – early intervention and documentation are critical to successful resolution. Clients who have called Adel & Pollack before a termination, demotion or negative step was taken have been able to stay on the job or keep a valuable, skilled employee (or fire a bad one) without the risk of litigation.

Discrimination

Persons with disabilities have the right to receive accommodations to allow them to stay on the job whenever possible. Formulating accommodations to protect the health of the employee without jeopardizing the finances of the employer is an exciting challenge. Early intervention with Adel & Pollack can be the key to success in this area.

Sometimes, negotiation is not sufficient to avoid a problem. Other times, a firing occurs when no one saw it coming. Not all firings are actionable, but adverse action taken by an employer on account of race, gender, sexual preference, religion, or disability is against public policy and law. If you are the victim such conduct, your rights should be protected. If you are an employer, you should know how to preserve your rights and those of your employees.

Wrongful Termination

Adel & Pollack has long been in the forefront of the law on wrongful termination of employment. We brought to a jury the case of a woman who was fired for trying to resuscitate a premature newborn, even after a doctor had ordered that no resuscitation be attempted. We did not think that the reward for attempting to sustain a life should losing one’s job – and the jury agreed with us, awarding both compensatory and punitive damages on behalf of our client.

When an attractive young woman was repeatedly cajoled by her supervisor to join him for dinner and subjected to a constant barrage of phone calls and e-mails, she tried to discourage him. When he persisted, she went to human resources, with the result that she was transferred out of his department and into a dead-end job. After litigating the case right to the courtroom steps, Adel & Pollack accomplished justice and a 6 figure monetary award for the client.

If you or a loved one is in need of legal assistance, call Adel & Pollack at (310) 443-4455 or submit an online questionnaire. The initial consultation is free of charge. In many cases, a lawsuit must be filed before an applicable expiration date, known as a statute of limitations. Please call right away to ensure that you do not waive your right to possible compensation.