Harassment, Discrimination, Retaliation

sucesses discrimination

EXPERT DEFENSE AGAINST HARASSMENT, DISCRIMINATION, AND RETALIATION CLAIMS

Defense against harassment, discrimination, and retaliation claims involves specialized litigation defense. It can also involve strategic planning to prevent claims from arising. Hudock Employment Law Group provides both, using comprehensive knowledge of the law and its applications. This knowledge and experience enables the firm to provide its clients with the savviest defense in litigation and trial, and the most effective measures to prevent conflict and claims.

Whether it is through consulting, negotiation, mediation, summary judgment, or trial, Hudock Law can guide you to the optimum legal outcome.

A COMPREHENSIVE UNDERSTANDING FOR THE BEST LITIGATION DEFENSE

Harassment and retaliation are forms of discrimination. Claims are almost always made under California law, but federal law nonetheless provides guidance to the California courts. Hudock Law knows every detail of the law on both state and federal levels.

Assessment of discrimination claims is typically case-specific and can be highly subjective. Hudock Law capitalizes on these features by leveraging its knowledge and experience to discover key facts and evidence, strategically apply the law, develop a strong argument, and synthesize all of these elements into a persuasive and compelling defense.

QUALITY CONSULTING TO PREVENT CLAIMS FROM ARISING

The firm also provides a full suite of services to help prevent harassment, discrimination, and retaliation conflicts and claims from arising, including:

  • Preparation of employment-related documents – such as harassment, discrimination, and retaliation policies and procedures
  • Training – such as mandatory sexual harassment training
  • Internal complaints and investigations – such as determining an appropriate response to a complaint, developing plans, and/or conducting investigations
  • Employee discipline and separation consulting

A DEDICATED ADVOCATE ON YOUR BEHALF

Harassment, discrimination, and retaliation claims can be a disturbing and damaging influence on your business, particularly in California. Hudock Employment Law Group has the dedication, California-specific experience, and highly intelligent approach to best represent you in these matters—so you can move forward and focus on your business. To schedule a consultation, call 424-252-4770 or send an email.

TESTIMONIALS

Rob is an extremely bright and talented attorney. Ethically, he is off the charts. A good man who wants to do well by his clients.

Attorney Peer Reviewer

lawyers.com

I've had the pleasure of working with Rob on several litigation matters, he is a masterful problem-solver. Put simply, Rob is the attorney I want on my team.

Mike Minguet

Employment Law Defense Attorney, St. John Wallace Brennan & Folan LLP

It was apparent from the beginning that Rob had a unique combination of skills and attributes that we needed for a favorable outcome. He clearly stands out as a great choice for any business owner who wants quality and value for their legal budget.

Eric Wolf

Bell Canyon Board of Directors President, Finance Professional, Entrepreneur
wage and hour case study

CASE STUDY

BACK-TO-BACK WINS FOR INTERNATIONAL LABOR ORGANIZATION IN DISABILITY DISCRIMINATION CASES

Two former employees of an international labor organization filed EEOC complaints against the organization, alleging disability discrimination. Before Mr. Hudock represented the organization, the EEOC found reasonable cause to believe the organization discriminated against the former employees, who then filed separate lawsuits in federal court. The law allows EEOC reasonable cause determinations to be used as evidence of discrimination at trial, so all parties believed the cases were indefensible.

 

Mr. Hudock took over the organization’s defense, and developed an argument that although the employees could use the EEOC determinations to prove discrimination in their court cases, under specific circumstances, the courts were not required to accept them in deciding summary judgment.

 

In each case, in front of two different judges, Mr. Hudock convinced the court to disregard the EEOC reasonable cause determination, turn 180 degrees away from the EEOC findings, and grant summary judgement in favor of the organization. Mr. Hudock then obtained court orders requiring the employees to pay the organization thousands of dollars in litigation costs.