Milon Pluas LLP handles the majority of its cases on a contingency fee basis meaning that we only get paid if the client gets paid. We specifically take on a small number of cases so that we can litigate each matter to the greatest extent possible to get the best result for each client.
We have taken on numerous Employment cases, such as Sexual Harassment, Disability Discrimination, Failure to Accommodate, Retaliation, Racial Discrimination, Wage & Hour, Wrongful Termination in Violation of Public Policy, Fraudulent Inducement of Employment and Whistleblower cases.
Milon Pluas LLP handles a variety of cases regarding Wrongful Termination.
California is an at-will state meaning that an employer can generally terminate your employment for no reason at all, unless the reason is illegal. For example, an employer cannot terminate your employment because of your Age, Race, Gender, Religion, National Origin, Disability, Sexual Orientation, Gender Identity, or Gender Presentation. They also cannot terminate your employment for reporting suspected illegal activity or failing to engage in illegal activity.
If you feel that you have been wrongfully terminated, contact Milon Pluas LLP for a free consultation.
Sexual harassment comes in many forms. Generally there are two distinct categories of sexual harassment claims – Hostile Work Environment and Quid Pro Quo.
A Hostile Work Environment occurs when sexual harassment creates an abusive work environment, regardless of whether an individual suffers an economic loss, such as demotion or termination. This type of sexual harassment could take many forms such as unwanted sexual conduct, requests for sexual favors, inappropriate touching, unwanted comments, sending or requesting sexually explicit photos or materials, etc.
Quid Pro Quo sexual harassment occurs when submission to sexual conduct is made a condition of receiving employment benefits. The harassment must occur by a person with higher authority over the employee. An example of this could be when a supervisor promises an employee a raise if they go out with him or her, or when a supervisor threatens to terminate an employee unless the employee engages in sexual conduct.
If you believe that you have been sexually harassed, contact the experienced employment attorneys at Milon Pluas LLP for a free consultation.
Milon Pluas LLP has litigated numerous harassment cases. In general, for harassment to be actionable it must be based on a protected class such as sex, gender, disability, race, national origin, religion, sexual orientation, gender presentation, or gender identity. The harassment must also be so severe or pervasive so as to alter the terms and conditions of employment.
If you feel you are being harassed at work based on a protected class, contact Milon Pluas LLP for a free consultation.
Many employers take advantage of their employees by failing to comply with wage and hour laws. Many employers fail to pay employees all of their rightfully earned wages, or fail to pay them overtime premiums. Sometimes, employers illegally fail to give employees meal and rest breaks or fail to reimburse them expenses.
If you believe you may have a wage & hour case, contact Milon Pluas LLP for a free consultation.
In general, once an employer knows about a disability, even a temporary disability, it has an affirmative duty to meet with the disabled employee to discuss possible accommodations given the employee’s limitations and job duties. This is called the “good faith interactive process.” If an employer does not engage in the good faith interactive process or does not reasonably accommodate a disabled employee, the employer may be liable for any harm it causes.
Many times, employers do not feel they must follow the law, often leading to disabled employees being illegally terminated or making their injuries worse.
Sometimes a reasonable accommodation could be something as simple as allowing an employee to take medical leave for a period of time to recuperate, or simply following an employee’s doctor’s restrictions.
If you believe your employer has discriminated against you because of your disability, contact Milon Pluas LLP for a free consultation.
If you feel like you have been adversely treated at work or even terminated because you have engaged in a protected activity, you may have a case for Retaliation. Protected activities include reporting illegal activity, discrimination or harassment. It can also include failing to engage in an illegal activity or an illegal scheme.
If you believe your employer has retaliated against you because you complained about potentially illegal activities, contact Milon Pluas LLP for a free consultation.
Employers may not discriminate against employees or applicants who are pregnant or have medical conditions related to pregnancy. Women who are temporarily unable to perform their job duties because of pregnancy must be given the same treatment as any temporarily disabled employee.
If you cannot work because you are pregnant, your employer may have a duty to provide you with light duty assignments, disability leave, or unpaid leave. You may have additional rights under the Family and Medical Leave Act and the California Family Rights Act, which employers must follow.
If you believe your employer has treated you unfavorably or discriminated against you, contact Milon Pluas LLP now for a free, no-obligation case evaluation here.