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It is not uncommon for companies and other employers to plan and execute job layoffs. Such employment decisions are often made due to economic reasons. There are some companies that have to remove a certain group of employees because they have to such down a certain job location. As it is, being laid off is an emotional event that can leave every affected employee not only without a job, but also having the feeling of being wronged.
Employers in most states are considered “at will.” This means that an employee or a group of employees can quit their jobs at any time. It also means that employers can terminate an employee without cause. But then, despite the “at will” approach, employers are still covered by the employment laws and statutes covering certain issues of discrimination, harassment, and issuing layoffs.
In fact, there are employment laws which protect employees who were laid off from their respective jobs. The state of California has its discrimination laws, so it is important for a former employee to consult with a local lawyer in California, especially one of the experienced Los Angeles employment lawyers.
Layoffs are basically legal, as long as race, sex, disability, religion, pregnancy, or any other protected characteristics is not a motivating factor for executing such employment decision. If you are an employee who was recently laid off, you may either contact one of the best Los Angeles employment lawyers or file a complaint with either the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH).
Meanwhile, here are the employment laws that prohibit discrimination in issuing layoffs:
Employers in most states are considered “at will.” This means that an employee or a group of employees can quit their jobs at any time. It also means that employers can terminate an employee without cause. But then, despite the “at will” approach, employers are still covered by the employment laws and statutes covering certain issues of discrimination, harassment, and issuing layoffs.
In fact, there are employment laws which protect employees who were laid off from their respective jobs. The state of California has its discrimination laws, so it is important for a former employee to consult with a local lawyer in California, especially one of the experienced Los Angeles employment lawyers.
Layoffs are basically legal, as long as race, sex, disability, religion, pregnancy, or any other protected characteristics is not a motivating factor for executing such employment decision. If you are an employee who was recently laid off, you may either contact one of the best Los Angeles employment lawyers or file a complaint with either the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH).
Meanwhile, here are the employment laws that prohibit discrimination in issuing layoffs:
- Title VII of the Civil Rights Act of 1964. Layoffs based on race, religion, pregnancy or national origin, are prohibited among covered employers.
- California Fair Employment and Housing Act (FEHA). This California employment law provides an expansion on the definitions of the prohibited acts of discrimination in the workplace.
- Americans with Disabilities Act of 1990 (ADA). This federal Act prohibits discrimination in layoffs based on an employee’s disability.
- Age Discrimination in Employment Act (ADEA). This federal Act prohibits employers from issuing job layoffs based on age.
Thanks for sharing useful information about employment laws which protect employees who were laid off from their respective jobs..
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