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Spanish-Speaking Attorney to File a Lawsuit for Disability Discrimination

Los Angeles, California is a very linguistically diverse city. Without a doubt, English is the most prominent language in the city; however, there are nearly 200 other languages spoken in Los Angeles households. In fact, at least half of the population of Los Angeles speaks a language other than English at home. Most of these people that do not speak English and home speak Spanish. A Spanish speaking household does not reflect an inability to speak English, but rather a preference to speak Spanish.

For people who prefer to speak Spanish, it can be difficult to find legal assistance in their preferred language. Fortunately, Normandie Law Firm offers legal staff that speaks Spanish. If you need top legal assistance from people who can speak Spanish, the top-rated Normandie Law Firm is the Spanish law firm to contact.

Besides being linguistically diverse, Los Angeles is home to people with many different personal characteristics. That is, the city contains people of different races, colors, religions, genders, national origins, sexual orientation, and physical abilities. Unfortunately, it is common to hear about discrimination based on these personal characteristics in the workplace. Employers sometimes treat their employees unfairly based on their personal characteristics. Employees with disabilities might experience some unjust treatment.

In the following sections, we will discuss your rights in the workplace. A disability should not be discriminated against. Have you taken the discrimination because of a language barrier keeping you from pursuing legal assistance? You do not have to put up with discrimination; you have rights in the workplace. If Spanish is your preferred language, you need to meet with a Spanish speaking disability lawyer in Los Angeles. A qualified Spanish speaking Los Angeles attorney with experience handling discrimination claims should be able to give you all the information necessary for you to file a disability discrimination lawsuit.

What Are Your Rights in the Workplace?
Discrimination in the workplace is a serious issue that should never be tolerated. Workplace discrimination is illegal; it occurs when employers take unfavorable actions against an employee based on a person’s race, color, religion, gender, national origin, sexual orientation, and physical abilities. Discrimination is prohibited both by the federal and state governments. There are laws in place both at the federal and state level that make discrimination illegal and punishable by law. If you need more information on these laws, don’t hesitate to contact our skilled attorneys with experience in disability discrimination cases. Below are the federal and state agencies and the discrimination laws they impose:

  • The Equal Employment Opportunity Commission (EEOC)

The EEOC is the federal agency in charge of enforcing federal discrimination laws. One of these laws enforced is the Civil Rights Act of 1964. The Civil Rights Act’s purpose is to protect people’s undeniable rights.  Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on the following: race, color, religion, sex, and national origin. Title VII applies to any employer with fifteen or more employees, including federal, state, and local governments. Title VII also covers public and private colleges, universities, labor organizations, and employment agencies. You might have noticed that the Title VII of the Civil Rights Act of 1964 has no mention of disabilities. There was no protection for people with disabilities until 1990. In 1990, the Americans with Disabilities Act (ADA) became law—prohibiting discrimination against people with disabilities in all aspects of public life. Title I of the ADA is enforced by the EEOC. The ADA’s Title I is intended to allow disabled individuals the same employment opportunities as individuals without disabilities. Title I outlines that employers must provide reasonable accommodation to employees.

  • The California Department of Fair Employment and Housing (DFEH)

The DFEH is the state agency responsible for enforcing anti-discrimination laws in the state of California. What is the law? The DFEH enforces the Fair Employment and Housing Act (FEHA) which makes it illegal for employers with at least five employees to discriminate against employees based on their race, color, national origin, religion, age, disability, gender, sexual orientation, gender identity, medical conditions, genetic information, marital status, and military status. Notice that the FEHA protects a wider spectrum of personal characteristics that can lead to discrimination—including disability. Like mentioned above, the FEHA also extends to public and private employers, labor organizations, and employment agencies.

How Can You File a Claim for Disability Discrimination?
Submitting claims to the EEOC and DFEH are fairly similar; however, when choosing what agency to submit your claim to, you must keep in mind what is protected by each agency’s respective laws. Here is a quick recap of what was previously discussed:

  • The EEOC enforces the Title VII of the Civil Rights Act of 1964 which prohibits employment discrimination based on race, color, religion, sex, and national origin. The EEOC also enforces the ADA which extends to prohibit discrimination based on disability. Employers must have more than fifteen employees.
  • The DFEH enforced the FEHA which prohibits discrimination based on race, color, national origin, religion, age, disability, gender, sexual orientation, gender identity, medical conditions, genetic information, marital status, and military status. Emplo0yers must have more than five employees.

If you would like to submit the claim through the EEOC, you must submit the claim within 180 days of the latest incident. Claim submission information is available on the EEOC website; you can file a charge online, in person, or by mail. Once your claim is received, the EEOC will investigate the claim—the investigation can lead to a dismissal of the claim or a lawsuit against the employer by the EEOC.

To submit a claim with the DFEH, you must submit a pre-complaint inquiry form within one year of the latest incident. A DFEH investigator will contact you throughout the investigation. The DFEH might dismiss the claim, attempt voluntary resolution, or attempt mediation. If resolution and mediation attempts fail, the DFEH might file a lawsuit against the employer.

If you do not want to go through these agencies, what can you do? If you want to file a lawsuit independently, you must request a right-to-sue document. Both agencies will provide you with a document that allows you to proceed legally. This document allows you to work directly with an accomplished Los Angeles lawyer experienced in disability discrimination cases who also speaks Spanish.

Normandie Law Firm—a Spanish Speaking Disability Discrimination Law Firm
If you believe that you were wrongfully fired or if you were the victim of illegal firing based on your disability, you must contact an expert attorney who has experience in disability discrimination cases as soon as possible. That is right; wrongful termination based on disability is a form of discrimination. Were you constantly treated unfairly because of your disability? Did your employer prevent you from having the same opportunities and benefits as non-disabled employees? Did you allow the discrimination to continue because you were afraid of the language barriers you would encounter in the legal process? Did look for a lawyer in Los Angeles who speaks Spanish? Normandie Law Firm is a law firm committed to giving clients the best legal assistance in Los Angeles. Our experienced lawyers will help you while speaking Spanish. Yes, we speak Spanish. We guarantee that you will be in contact with someone who speaks Spanish from the moment you call to schedule your consultation to the moment our Spanish attorneys win your case.

Normandie Law Firm not only is committed to clients by ensuring that the legal staff speaks Spanish, but also by doing everything possible to give clients the best legal experience available. How do we do that?  We provide clients with free consultations and free second opinions. You can meet with a discrimination lawyer that speaks Spanish at no cost. Our attorneys with experience in disability discrimination will go over your case detail by detail and give you all the information necessary for you to begin your legal process. And best of all, our attorneys will do all of this while speaking Spanish. If you already have an attorney at another firm, we offer you a free second opinion. Why would you need a second opinion? If you are looking for information relating to your case anywhere other than with your attorney, your attorney might have missed some important details. Unfortunately, many attorneys run through cases to increase their numbers. This can cause attorneys to overlook and neglect key pieces of information. Do not let the incompetence of your current attorney affect the outcome of your case. Contact Normandie Law Firm for a free second opinion today with an experienced attorney. Our attorneys will speak Spanish throughout your entire legal process; they will repeatedly review your case to make certain that they have covered every angle of your case.

Normandie Law Firm is so committed to its clients that all clients receive a Zero-Fee guarantee. You will be in contact with a Spanish attorney who can sue your employer for disability discrimination without having to worry about paying any upfront fees. Our Zero-Fee guarantee includes our Spanish-friendly free consultations and free second opinions. Additionally, our Spanish speaking law firm is strictly based on contingency; therefore, you will not pay anything until our expert attorneys win your case. Contact Normandie Law Firm as soon as possible to speak with an attorney with expertise in disability discrimination injury lawsuits.

The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.

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