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California Employment Law Resources

This is the Westview Law PC resource hub for California employees who want to understand their rights before, during, or after a workplace dispute. The guides explain how the law actually works in practice. The glossary covers the technical terms you will run into in legal filings, EEOC letters, demand correspondence, and court orders.

Nothing on this page is legal advice. If you think you have a claim, contact our office for a confidential consultation.

Practical Guides

Glossary of Employment Law Terms

Twenty-five terms employees encounter most often when dealing with discrimination, harassment, wrongful termination, retaliation, or wage claims in California. Each entry links to a full definition with statutory citations and California case law.

Statutes and Agencies

ADAThe federal Americans with Disabilities Act, which bans disability discrimination and requires reasonable accommodation in employment.ADEAThe Age Discrimination in Employment Act, the federal statute protecting workers age 40 and older.CRDCalifornia's Civil Rights Department, the state agency that enforces FEHA and issues right-to-sue letters.EEOCThe Equal Employment Opportunity Commission, the federal agency that investigates discrimination charges under Title VII, the ADA, and the ADEA.FEHACalifornia's Fair Employment and Housing Act, the state's primary anti-discrimination and anti-harassment statute.FMLA and CFRAThe federal Family and Medical Leave Act and California's parallel Family Rights Act, which provide protected leave for medical and family reasons.PAGAThe Private Attorneys General Act, which lets employees pursue civil penalties for Labor Code violations on behalf of the state.Title VIIThe federal Civil Rights Act of 1964 provision that bans employment discrimination based on race, color, religion, sex, and national origin.

Legal Theories and Frameworks

At-Will EmploymentCalifornia's default employment relationship and the exceptions that limit it.BFOQBona Fide Occupational Qualification, a narrow defense that allows otherwise-prohibited classifications when essential to the job.Constructive DischargeWhen working conditions become so intolerable that a resignation counts as a termination for legal purposes.Disparate ImpactA discrimination theory targeting facially neutral policies that disproportionately harm a protected group.Disparate TreatmentIntentional discrimination against an individual or group based on a protected characteristic.Hostile Work EnvironmentHarassment severe or pervasive enough to alter the conditions of employment.McDonnell Douglas Burden-ShiftingThe three-step framework courts use to analyze circumstantial-evidence discrimination claims.Mixed-Motive ClaimA discrimination claim where a protected characteristic was one of several reasons for an adverse action.Prima Facie CaseThe threshold showing a plaintiff must make to move a discrimination case past the first stage.PretextEvidence that the employer's stated reason for an adverse action is a cover for discrimination.Quid Pro Quo HarassmentSexual harassment that conditions a job benefit on a sexual demand.RetaliationAn adverse action taken against an employee for engaging in legally protected activity.

Remedies and Procedure

Next Steps

If your situation lines up with anything on this page, the next step is a confidential consultation. We handle California employment cases on a contingency fee in most matters, which means no attorney's fee unless we recover for you.

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