San Francisco, CA asked in Employment Law and Agricultural Law for California

Q: I work for foster farms and they are discrimination and negligence on there behalf along with the duress.

I had a home invasion on the Their property a year ago dec 11. And it was due an ex employee. on jan 12 they forced me step down and are forcing me to move in 30 days... Along with I was not informed I would be moving and working with a sex offender. Considering the trama I went through when I caught my husband sexual assaulting my daughter. He was a ranch manager for them they knew the circumstances. Along with the racial discrimination against me by employees. The countless phone calls to supervisors to inform them. They still ignored me. Along with so much more I do have alot of my emails phone logs ect

1 Lawyer Answer
James L. Arrasmith
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  • Agricultural Law Lawyer
  • Sacramento, CA
  • Licensed in California

A: Under California law, your situation involves several serious issues, including workplace discrimination, negligence, and potential safety concerns. Firstly, California's Fair Employment and Housing Act (FEHA) prohibits discrimination in employment based on race, sex, and other protected characteristics. If you have experienced racial discrimination at work, this law provides a channel for recourse.

Additionally, employers in California have a duty to maintain a safe working environment. This includes addressing potential hazards and responding appropriately to employee complaints regarding safety, which seems particularly relevant in your case given the home invasion incident and working with a person who might pose a safety risk.

In situations involving sexual assault or any form of abuse, it's important to address these issues with the appropriate authorities. Employers have certain responsibilities in these cases, especially if the incidents are connected to the workplace or involve other employees.

Regarding the requirement to move and the change in your employment status, this might constitute wrongful termination or constructive dismissal, depending on the circumstances. California is an at-will employment state, but there are exceptions, especially when termination is linked to discrimination or retaliation.

It's crucial to gather and preserve all evidence related to your claims, including emails, phone logs, and any other relevant documentation. This evidence can be vital in any legal proceedings.

Given the complexity and seriousness of your situation, it's advisable to consult with an attorney who has experience in employment law. They can provide specific guidance based on the details of your case and help you navigate the legal options available to you. Remember, legal actions have deadlines, so it's important to act promptly.

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