Santa Monica Discrimination Attorney
Facing Workplace Discrimination? Get Worker-Only Representation with Corporate Insight.
An employer may describe a termination, demotion, denied promotion, unequal pay decision, unfavorable assignment, or exclusion from training as a routine business decision. When that explanation conflicts with the surrounding facts, the decision may raise concerns about discrimination tied to a protected characteristic.
At Laurel Employment Law, APC, our workplace discrimination lawyers examine how employers document, explain, and apply their decisions. Direct statements can matter, but timing, inconsistent discipline, shifting explanations, employer records, and the treatment of comparable employees may also reveal what happened.
Call (310) 929-6371 to request a free consultation with a Santa Monica discrimination attorney and discuss your next steps.
Worker-Only Representation Backed by Corporate Executive Insight
We represent workers only. Our founder’s experience as a former corporate executive informs how we review performance documentation, internal investigations, disciplinary records, and the business reasons employers give for workplace decisions.
Clients can use our proprietary case management system to access case documents and stay informed as their cases progress. We also provide Spanish-language assistance during consultations and throughout the case.
How We Evaluate & Build Discrimination Cases
Each case begins with a consultation focused on the workplace decision, the people involved, the employer’s explanation, and the available records. We then assess whether the facts may support a discrimination claim or point to a different workplace dispute.
Our case development process may include:
- Gathering records: We review communications, performance evaluations, disciplinary notices, complaints, schedules, pay information, and termination documents.
- Developing evidence: We may interview witnesses, examine employer practices, and compare the treatment of similarly situated employees.
- Pursuing resolution: We handle pre-litigation demands and settlement negotiations when appropriate.
- Preparing for court: We can represent clients in litigation and at trial when the circumstances require it.
We communicate with clients at key decision points, explaining the available paths and the considerations involved in each one.
Award-Winning Business
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850+ Real 5-Star Google Reviews
Read about how our approach to employment law makes a difference in the lives of California workers. To learn more or get started with a consultation, call us at (310) 929-6371 today.
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"Excellent Litigators"
Fast, aggressive, and strategic at every move. The other side was constantly off-balance and could never keep up.- Jenny F. -
"Run Exceptionally Well"
I loved the quality and proactivity of communication. They let me know what was going in my case and what would be happening next. I wish all businesses were run this well.- Lori M. -
"Excelentes Litigantes"
Rápidos, agresivos y estratégicos en cada movimiento. La parte contraria estaba constantemente desestabilizada y nunca pudo seguirles el ritmo.- Jenny F. -
"Excelente"
¡Recomendaría ampliamente trabajar con Laurel Employment!- Chance K. -
"Cumplieron Su Palabra"
Hicieron lo que dijeron que harían... ya fuera una promesa hacia mí o una amenaza para la otra parte, siempre respaldaron sus palabras con acciones.- Jeremy S. -
"Excellent"
I would highly recommend working with Laurel Employment!- Chance K.
Evidence That Can Reveal Discriminatory Decision-Making
A discrimination case doesn’t always depend on an explicit admission. Circumstantial evidence may support an inference of discrimination through suspicious timing, inconsistent discipline, departures from policy, or explanations that change after a complaint.
We examine communications, performance and disciplinary records, internal complaints, and termination documents. Comparator evidence can also be important when employees who are similar in relevant respects receive different consequences under comparable circumstances.
A detailed timeline should identify what happened, who made each decision, what was said, who witnessed the events, and what changed afterward. We use that chronology to compare the employer’s stated reason with its records and conduct.
What Can Happen After a Discrimination Complaint
The appropriate path may involve an administrative complaint, negotiation, mediation, litigation, or a combination of these steps. We assist with California Civil Rights Department and Equal Employment Opportunity Commission matters when appropriate. We can also represent clients through court proceedings when necessary.
Potential remedies depend on the claims, evidence, and applicable law. They may include lost wages, emotional-distress damages, and job-related relief such as reasonable accommodation or reinstatement. An agency filing or lawsuit doesn’t guarantee a particular result.
