Close Menu
Millions of Dollars Recovered for Our Clients Contact Us Today
Millions of Dollars Recovered for Our Clients Contact Us Today

Read What
Our Clients
Say About Us

View More
  • Eldessouky Law helped me with my case against my employer. I was able to recover my overtime and my break. I couldn't do it without…

    L. Perez
    Read More
  • The professional team at Eldessouky law does not look for the easiest route to solve your problems, they look for the correct ones, even if…

    Bruno B.
    Read More
  • If you've had to hire an attorney you will understand how challenging finding a good one can be. I've used this office several times and…

    Read More
  • I was referred to Mohamed by family after my bad car accident. He went out of his way many times to get in touch with…

    Read More
  • Mr.Eldessouky is one of the most professional individuals I have ever met. I am so grateful to all the hard work Mr.Eldessouky put in on…

    Read More
Swipe to view more
  • Previous Settlement
  • Next Settlement

Southern California Employment Attorney and Personal Injury Lawyer

Hire a law firm you can trust and that will work towards obtaining justice. Eldessouky Law is dedicated to achieve both.

Mohamed Eldessouky is an attorney based in Southern California. His attorney expertise is as an Employment Lawyer, and as a Personal Injury Lawyer.

California Employment Lawyer

Employment lawsuits are attorney Mohamed Eldessouky’s practice specialty, as employment law is his primary field of legal expertise. His service locale as a Southern California Employment Lawyer are the counties of: Los Angeles County, Orange County, Riverside County, San Bernardino County.

Employment lawsuits attorney Eldessouky handles involve workplace violations of employment law related to discriminatory conduct in the forms of:

Harassment in the Workplace

Workplace harassment occurs when employment discrimination violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA). Unwelcome, offensive conduct based on skin color, race, religion, sex (including pregnancy, gender identity and orientation), national origin, age (40 or older), disability, or genetics. Unlawful conduct constituting workplace harassment is when:

  1. Enduring the offensive conduct becomes a condition of maintaining employment, or
  2. Conduct is severe or pervasive enough to create an intimidating, hostile, or abusive work environment to reasonable persons.

Anti-discrimination laws prohibit retaliatory harassment against individuals filing or supporting a discrimination complaint, whether in the form of filing the charge, testifying, or participating in an employment lawsuit or investigation under these laws. Additional considerations can include employers opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws. Isolated, inconsequential incidents without lingering effects are typically not harassment. Harassment also consists of unlawful behaviors that contribute intimidation, hostility, or offensiveness into a work environment. If you are being victimized as a subject of harassment, contact our harassment employment attorney to end the situation.

Hostile Work Environment

A hostile work environment exists when ongoing workplace behavior creates an environment that is distracting for an employee to work in due to discrimination. Violations that impose employer liability must result from direct or indirect discriminatory workplace conduct that facilitates a routinely intimidating work environment for an employee to perform in. Employer liability includes their negligence to rectify the hostile work situation, or to provide an avenue of relief for a distressed employee to alert the employer about the hostile environment. Isolated incidents with inconsequential effects are usually not considered to be statutory violations of the employment discrimination laws. If you are under hostile pressure at work, contact our hostile work environment employment attorney at Eldessouky Law to see if you can sue your way to relief.

Retaliation in the Workplace

A hostile work environment may also be created when an employer’s management acts in a manner designed to make an employee quit in retaliation for some action. For example, if an employee reported safety violations at work, was injured, attempted to join a union, or reported regulatory violations by management, and management’s response was to harass and pressure the employee to quit. Employers have tried to force employees to quit by imposing unwarranted discipline, reducing hours or wages, or transferring the complaining employee to an undesirable work location. If you feel your employer is acting in retaliation, contact our workplace retaliation employment lawyer to see how you can strike back.

Wrongful Termination

Wrongful termination is when an employer illegally severs an employee’s contract of employment. Employment termination constitutes violations of either federal or state employment law, or breaches of terms within the employee’s contract of employment. If you were fired unfairly, do not backlash and retaliate against your employer; instead, immediately contact our wrongful termination employment lawyer at Eldessouky Law, as the matter is time-sensitive.

Leave of Absence Denial

Federal and California leave of absence laws provide a variety of reasons for employees to take time off and paid leave from their California workplace. Employees are regulated by law through the Federal Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) to take time off for sickness, injury, child or family caregiving, pregnancy, domestic violence leave, and various other reasons. For military employees, the Uniformed Services Employment and Reemployment Rights Act (USERRA) guarantees protections to uniformed service members (active or retired) who may need temporary leave from civilian employment to serve in the armed forces. If you’ve been unfairly denied leave by your employer, contact our leave of absence employment attorney to provide guidance and representation through the matter.

Pay & Compensation Discrimination

The Equal Pay Act (EPA) requires gender equality within the workplace regarding equal pay for equal work. Male and female employees must be indiscriminately entitled to substantially equal positions, responsibilities, and compensation. Experience, not job title, while performing the job determines whether jobs are substantially equal. Compensation includes pay and benefits. Employers also may not reduce wages of either sex to equalize pay among the employer’s workforce. The time limit for filing an EEOC EPA charge and for going to court are both within two years of the alleged unlawful compensation practice or, in the case of a willful violation, within three years. As this is a highly time-sensitive matter, you’ll need to act fast with our expert pay and compensation employment attorney at Eldessouky Law

California Personal Injury Lawyer

Our Southern California Personal Injury Lawyer service locale includes counties: Los Angeles County, Orange County, Riverside County.

Discriminatory Acts: How Are They Defined?

Discriminatory acts are defined as mistreatment based on the protected classes outlined above. Employees can be discriminated against because of their race, where they come from, or because of their age, which is legally focused on individuals over 40.

They can also be discriminated against because of their sex, which can include sexual harassment, mistreatment, or being overlooked for a promotion. Discrimination also occurs when a disabled employee isn’t provided the provisions outlined by the law.

This includes employees who suffer an injury and are limited in what they can physically accomplish. If their employer decides to give them a lesser rated pay, to schedule them for fewer hours, or gives them a tough time for something that is out of their control — those are all forms of disability discrimination.

Discrimination can also be applied to someone who is pregnant. Female employees are often treated differently once the employer learns that they’re pregnant or are simply terminated because of being pregnant. That’s a form of not just sex discrimination, but can also be treated as disability discrimination.

Whenever an employee suffers adverse action, whenever they are mistreated because of their protected class, discrimination is occurring — and it is illegal.

Understanding Disability Discrimination

Disability discrimination is when the employer treats an employee differently for a disability that they may have suffered either outside of work or at work.

The most common disability discrimination cases occur against those with physical disabilities.

When employees require work duties with restrictions, including how much they can lift, how long they can stand on their feet, or what physical motions they can accomplish without pain, such as bending and stooping, employers must accommodate these needs when they are medically designated.

Mental disabilities are also included as protected areas, and can include:

  • Stress
  • Anxiety
  • Depression
  • ADHD

Any type of mental anguish or any type of disability that may not be physical, but instead emotional or mental, are commonly discriminated against by employers.

Disability discrimination is a very complicated area of law in the sense that you must align your disability and the opportunity of the employer to provide reasonable accommodation. The legal line of what your employer can and cannot enforce is complex, and requires legal review to ensure your rights and quality of life are protected. Our employment law attorney can help you outline the legal details during a free consultation.

Understanding Sexual Harassment

Sexual harassment is when someone is mistreated based on their gender. This could be in the form of inappropriate touching, inappropriate comments, or not being promoted. It’s essentially any adverse action or inappropriate conduct taken upon an employee based on their sex.

Developing a sexual harassment case requires an intricate legal approach to determining who is responsible for the behavior. The harasser is certainly at fault, but the employer may be held legally accountable for allowing the harassment to take place.

If you are being sexually harassed at work, please take the following steps, and contact our office right away:

  • Document the illegal behavior, including the name, date, activity, and any witnesses who saw the violation
  • Preserve any evidence, now and going forward, including emails, text messages, or voicemails
  • Report the facts to your human resources department, and demand a written report of your account, signed by a company official
  • Continue to document any additional abusive behavior, including any fallout from reporting the incident
  • Contact Eldessouky Law for help in preparing your legal claim to stop the abuse, and recover financially from your hardship

Our law office will obtain all personnel files and records concerning all employees involved in your claim, including the harasser and any witnesses, to ensure your claim is fully investigated. We utilize an extraordinary amount of resources to make sure that the client is taken care of both physically and mentally, at no cost to the client, and by leveraging the law, which protects the employees.

Mohamed Eldessouky works tirelessly to uphold our clients’ rights. We work with confidence, and the law on our side. We are not afraid to file lawsuits. We are not afraid to litigate. We make sure that the client is compensated in every possible form to correct the wrongs that were perpetrated against them.

Understanding Wage and Hour Laws, Including Overtime Payment Violations

Wage and hour laws are essentially a large group of laws and codes that ensure employers are paying their employees at least the current legal minimum rate for all the hours they work, including overtime or commission.

What Happens If These Wages Go Underpaid or Completely Unpaid?

Contact our office right away. As your employment law attorney, we will request all employer records, and complete a forensic accounting process to ensure your employer is paying you according to California and Federal laws, including all your time at work:

  • Standard pay
  • Meal allocations
  • Break times
  • Vacation
  • Sick or medical leave
  • Personal time
  • Overtime

Our investigation will uncover any unlawful record keeping practices that an employer participates in, matched against the employee’s records, statement, and legal deposition.

We will then make a demand from the employer to pay the employee what they’re owed. Our skilled and experienced attorney will also require wait time penalties and interest be paid in addition to initial amount requested. We will also seek recovery of our legal fees, so our client isn’t left paying our firm from his or her hard-fought and illegally withheld earnings.

Employment Law and Severance Agreements: Eldessouky Law Protects the Anaheim, CA Community

Severance agreements are very popular, and are essentially contracts that an employer will present to an employee to formally sever ties, ending their working relationship. It is also a legal way for an employer to get an employee to waive their rights in bringing any claims against the employer going forward.

Often, severance agreements or contracts will include provisions including, but not limited to:

  • End of employment payment terms
  • Non-disclosure agreements
  • Non-compete statements
  • Verbiage that waives the employee’s rights to enforcing the employer’s discrimination, sexual harassment, retaliation, or wrongful termination violations

If you are offered a severance agreement, it is important to understand that you do not have to sign it without having an attorney review its contents, and providing a full explanation of the information outlined within.

For example, one of our clients was racially discriminated against, suffered a hostile work environment, and was a great employee who was leery of signing a severance agreement. The contract offered approximately $5,000 for the employee to sign and walk away. After learning of the violations that occurred, our law firm was able to take that severance agreement from $5,000 to $50,000.

We have provided similar increases for a host of clients we represent and encourage anyone who is being asked to sign a severance agreement to have an employment law attorney look it over first. Once the document is signed, it is a legally binding contract and cannot be reversed.

Retaliation & Wrongful Termination: What You Need to Know

Wrongful termination, in very basic terms, means that someone was let go for improper reasons. It’s when someone is let go for an unjust cause, including in retaliation for speaking out about a hostile work environment, discrimination, sexual harassment, unpaid wages, or illegal activity in the workplace.

In addition, it is illegal to fire someone for getting hurt, and being unable to do their job. It is illegal to fire someone for speaking against discrimination or sexual harassment. It is illegal to fire someone for uncovering and reporting illegal activity in the workplace. If you believe your termination was wrongfully committed, we want to hear from you. We will fully research your case, your employment, and your release to ensure your claim will move forward with confidence and success.

Setting the Employment Law Bar in Anaheim, CA: Eldessouky Law

At Eldessouky Law, we believe our involvement in the legal and social communities is heavily intertwined, and we work hard to excel in both categories by bringing them together.

Professionally, Mohamed Eldessouky is a member of the California Employment Lawyers Association (CELA), the Consumer Attorneys Association of Los Angeles (CAALA), the Orange County Bar Association, and the Los Angeles Attorney Law Association.

With these exceptional participation references, our attorney puts his credentials to work in the community by providing services, guidance, and volunteering for the State of California, the California Senate, various soup kitchens, Kiwanis Club, Rotary Club, and legal aid clinics during law school.

Why Choose Eldessouky Law in Anaheim, CA?

Over the years, our successful track record has begun speaking for itself in the State of California. Our clients have direct access to our attorney, and they believe in the results we provide because we deliver success.

Unlike other firms, we have a client-first mentality. We do not charge for consultations. We care about the employees we represent, and genuinely want to deliver justice for their hardships. We are rewarded by the challenges we face when companies refuse to settle our clients’ claims and believe in our experience and the integrity that we bring to the table to deliver results.

Our aggressive approach is unmatched in Anaheim, CA, and our employment law attorney will never back down from protecting our clients’ rights, reputation, and the truth.

Contact Eldessouky Law in Anaheim, CA Today for a Free Consultation

If you believe you are suffering an injustice in the workplace, contact our employment law attorney in Anaheim, CA today at (714) 970-4843 for a free consultation. We will fully review your case right away, and provide solutions to pursuing your employer for the financial and emotional harm they have caused.

Eldessouky Law - 2016 - 2021.
Contact Form Tab