Sanford Heisler Sharp LLP | 20th Anniversary 2004 - 2024
Sanford Heisler Sharp LLP | 20th Anniversary 2004 - 2024

Employment Law

Which Employer Actions Qualify as “Adverse Employment Actions” for a Retaliation Claim?

Rarely when faced with an employee’s opposition to discrimination or other unlawful activity do employers fire the employee by telling them, “I am firing you because of your opposition to my unlawful activity.” Employers are usually subtler when they want to stop employees from speaking up. For example, they may change an employee’s job duties,[1] place a negative letter in…

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Rights for Employees Returning to Work

Now that the pandemic seems to be winding down, many employers are considering if it is the right time to ask their employees to return to work. But with COVID laws and regulations still in effect, as well as existing disability, discrimination, and whistleblower laws, the answer to this question is complicated. At we understand that protecting your health at…

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New York City Fast Food Workers Just Declared Independence from At-Will Employment

As of today, July 4, 2021, fast-food workers in New York City are free from at-will employment, one of the oldest and least worker-friendly rules in employment law. At-will employment means that an employer can discharge workers at will “for a good reason, a bad reason, or no reason at all.”[1] This rule generally applies to all private employees in America…

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Litigation Fellow – San Francisco

a national public interest law firm with a focus on game-changing employment discrimination cases, seek a Mandarin-speaking litigation fellow for its Asian American  Litigation and Finance Practice Group to start immediately. The Fellow will focus on representing plaintiffs in individual and class action employment discrimination matters, sexual assault cases, Title  IX lawsuits, qui tam and whistleblower matters, wage and hour…

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Congress Must Open the Courthouse Doors to Uphold Military Members’ Civil Rights

Workers and students who experience civil rights violations have a plethora of legal tools at their disposal to seek accountability and relief—ranging from constitutional, to statutory, to tort claims. But the courthouse doors have long been closed to one group, whose exclusion from remedies by the government which they defend is particularly jarring: members of the military. Federal civil rights…

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Walking the Talk: Company Disclosure of EEO-1 Data is Key to Demonstrating a Commitment to Race and Gender Equity

The EEO-1 survey is an incomparable source of data on employee diversity at U.S. corporations. The survey is conducted by the Equal Employment Opportunity Commission and requires private employers with over 100 employees to collect race and gender data on their employees on an annual basis. The data collection includes, among other data points, a breakdown of how many racial and ethnic…

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Investigation into Aurora Behavioral Healthcare-Santa Rosa, LLC and Signature Healthcare Services, LLC

We are workers’ rights lawyers pursuing a Private Attorney General Act enforcement action against Aurora Santa Rosa and Signature Healthcare for California Labor Code violations occurring from April 2016 to the present. In this whistleblower lawsuit, our client, Plaintiff Teresa Brooke, is seeking an award of monetary penalties on behalf of Aurora/Signature employees and the State of California. In addition, she seeks what is…

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Is Caste Discrimination Illegal in the United States?

A ground-breaking lawsuit against Cisco tests this novel question. On June 30, the California Department of Fair Employment and Housing (“DFEH”) filed a lawsuit in federal court on behalf of a Dalit Indian (“untouchable” caste) engineer who alleges that he was discriminated against by high-caste Indian supervisors and coworkers.[1] The suit alleges that Cisco management was on notice of this discrimination…

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