Glendale Employment Law FirmLos Angeles, California, Harassment Prevention AttorneyTailored Employment Law Representation
The Glendale employment law attorneys at Bradley & Gmelich litigate employment cases for their business clients of all sizes. We tailor our defense strategy in each case to the needs of the particular industry and client. We represent businesses of all sizes in a wide range of industries health and fitness clubs, private security companies, construction firms, insurance companies, contractors, retailers, commercial properties, and municipalities. For a Glendale employment law attorney who is also a skilled litigator, contact Bradley & Gmelich. Employment LitigationOur experienced employment litigation lawyers defend clients against charges such as:
Preventing Employment ClaimsLos Angeles, California, Harassment Prevention AttorneysIn addition to defending our clients against retaliation, discrimination, and wrongful termination charges, our Los Angeles, California, harassment prevention attorneys focus on a comprehensive array of consulting services designed to prevent litigation, claims, and lawsuits. We are trainers in sexual harassment prevention, and provide California sexual harassment prevention training for supervisors and managers throughout the state in compliance with AB 1825. Our attorneys review business plans, employment and hiring policies, operating procedures, and employee manuals and policy handbooks. We counsel companies on such matters as personnel policies and state wage and hour requirements. In addition to providing California sexual harassment training, our Los Angeles, California, harassment prevention attorneys review business plans to identify and remedy any particulars which may result in an employment lawsuit. We review employment standards within a particular industry, such as those set for private security companies by the BSIS (Bureau of Security and Investigative Services), and assist our clients in complying with such standards. Skilled Employment Law DefenseWe have represented clients in a wide variety of matters in all venues, including administrative law hearings and investigations, as well as fully litigated lawsuits and arbitrations. Because of our extensive litigation experience and knowledge of employment law, we do not hesitate to take on a large case involving complicated issues and multiple employees. Our appellate division lawyers work with our trial attorneys, developing legal strategies that will work both at the initial court appearance and in appeals proceedings if needed. Contact the Glendale employment law attorneys at Bradley & Gmelich. Bradley & Gmelich From offices in San Jose and Glendale, our employment law firm provides experienced representation and employment policy consulting on matters such as the California sexual harassment training requirement and industry employment standards to large and small businesses throughout Southern California, including Glendale, Los Angeles, Burbank, and Pasadena, and throughout Northern California. Los Angeles County •Riverside County •Orange County •San Bernardino County •Ventura County •Kern County •San Diego County |
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Exceptions to Employment Discrimination Laws
Sometimes you can discriminate against a group of people -- if the particular job you are filling requires a person with specific characteristics.
In a very rare and narrow exception to antidiscrimination laws, you can discriminate against people on the basis of gender, religion, national origin, age or another protected characteristic (but never race) if the very nature of the job requires you to do so.
This exception -- called the bona fide occupational qualification (BFOQ) exception -- arises from the fact that some jobs require people who have certain characteristics that the law usually protects, such as people of a certain national origin or people of a certain religion.
For example, if you are a movie director searching for someone to play the role of Hamlet's mother, you can discriminate against men in filling the part. Or if you are an official in the Catholic Church, you can discriminate against non-Catholics when hiring priests.
In order to use this exception, you must prove that no member of the group that you want to discriminate against can perform the job. This can be a tough thing to prove, and courts often reject arguments that most employers would find perfectly legitimate. For example, the airlines can't discriminate against older applicants when hiring flight attendants simply because they think that passengers prefer young pretty faces. If you look at the actual job duties -- maintaining order in the plane's cabin, serving meals and beverages -- a 45-year-old is just as able to perform the job of flight attendant as a 25-year-old.
There are times, however, when an employer has no choice but to use the BFOQ exception. For example, the law has allowed BFOQs in the following instances:
- An employer was allowed to discriminate against women and hire only male attendants for its company bathroom.
- An airline was allowed to discriminate on the basis of religion and hire only Muslim pilots to fly certain routes in Saudi Arabia where Saudi Arabian law prohibited, under punishment of death, any non-Muslims to enter the area.
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