$3.7 Million in a wrongful termination and whistleblower case.
$1.6 Million in settlements for race discrimination/wrongful termination at a factory.
$1.0 Million in a unpaid overtime and misclassification of sales employees.
Wrongful Termination and Race Discrimination
A Black construction worker from Oakland working on a six week assignment with a mostly white crew was subjected to severe discrimination on the job, which came to a head when a coworker lowered him a rope with a noose tied in it. He complained to the company and although he had only three weeks left in his assignment, they claimed there was no more work for him. We filed suit for race discrimination and wrongful termination and negotiated a substantial settlement for his damages and emotional distress.
A cashier who worked for a check-cashing store several years was instructed by her managers to deceive customers in order to charge them higher fees. She told her bosses she was not comfortable providing false information to the customers. She also asked for a stool to sit on after she seriously hurt her back. Although she provided a doctor's note stating she needed the stool, her managers would not let her have one and told her to look for another job. Ultimately she needed medical leave for back surgery and the store fired her in retaliation for her complaints about deceitful practices and request for accommodation for her disability. As a single mother recovering from surgery, the termination left her without income and put her in a dire situation, so this was a client who needed a resolution. We filed suit for disability discrimination and retaliation and were able to negotiate a substantial settlement.
A caregiver working for a nationwide chain of nursing homes called us after she was fired by her employer for taking too many days off to care for her child, even though she had enough sick time. In reviewing her case, we also discovered that the employer was deducting a half-hour of pay each day for meal breaks, even though the caregivers were not allowed to take time off for lunch. We filed a wrongful termination lawsuit and obtained substantial compensation for the caregiver who was fired, and also filed a statewide class action to recover unpaid overtime and meal penalties for all the caregivers.
Wages and Overtime
A salesperson for an international telecommunications and cloud delivery network corporation called us to discuss a case he had filed with the state Labor Commissioner. After he was terminated he claimed the company refused to pay commissions on sales that had closed. Our attorney realized that in addition to the commissions, the inside salesperson had been improperly misclassified as an exempt employee, and was owed a substantial amount of overtime pay. After dismissing the labor commission complaint and signing with McCormack Law Firm, we were able to get him a larger amount than he originally believed he was owed.
Three African-American temp workers at a Central Valley factory heard their co-workers and supervisor frequently use racist language in the workplace. The workers were hoping for a permanent job and just wanted the racist language to stop. When one of the workers complained to his temp agency about discrimination, they told him “that comes with the territory.” Not long after the complaint, all the African-American workers at the plant were fired. The company wrongly believed it could fire temporary workers for any reason and the company Human Resources Manager thought that it was OK to use the “n-word” as long as it was not in a “hostile” manner. By filing a lawsuit, the workers and our firm together were able to put an end to these practices and obtain substantial compensation.
A construction superintendent with a long track record in his industry was suddenly fired after he complained that his daughter, who was working as an intern at the company, was sexually harassed by a higher-level manager. When he quickly got a new job his former employer also tried to defame his character. We filed suit to put a stop to the illegal practices and obtain compensation for his damages.
A payroll administrator over the age of sixty had to take a few months of medical leave after her open-heart surgery. However, just one week before she was scheduled to return to work, her employer suddenly fired her, claiming she hadn’t returned all their requested paperwork – which was clearly unnecessary. As the company’s excuse that they couldn’t possible afford to extend her leave another three days did not hold water, they chose to instead offer a settlement not long after the case was filed.