Attorney Cortney Shegerian Comments On $7.65 Million Chipotle Sexual Harassment Settlement Awarded to Teen

LOS ANGELES, Oct. 24, 2016  — Cortney Shegerian of the Los Angeles-based employment discrimination firm Shegerian & Associates recently issued a statement regarding the news Chipotle has settled a sexual harassment lawsuit with a former employee for $7.65 million.

A young girl employed by Chipotle was pressured into committing sexual acts by her manager and his supervisor, according to the complaint.  Instead of immediately taking disciplinary action, Chipotle chose to award one of the harassers with several promotions.

“What’s even more repugnant about this case is the fact the victim was a minor,” Shegerian says. “She was forced to deal with an issue no 16-year-old should ever have to handle, but luckily, she had the courage to speak out against her adult supervisors and demand the justice she deserves.”

“Despite the verdict in this case, Chipotle has yet to apologize to the victim or accept responsibility,” Cortney Shegerian continues. “In fact, Chipotle’s attorneys had the audacity to claim the 16-year-old welcomed the sexual conduct, even though minors under the age of 17 cannot consent to sexual activity in Texas.”

“The first step to preventing sexual harassment in the workplace is admitting it’s a problem, and it seems as if Chipotle is unwilling to do so,” Shegerian says. “Chipotle’s denial sends a message to other employees within the organization that sexual harassment is not taken seriously. Unfortunately, this is probably not the last time a sexual harassment case will be brought against the corporation.”

Source: http://www.shegerianlaw.com/news/attorney-cortney-shegerian-comments-on-7-65-million-chipotle-sexual-harassment-settlement-awarded-to-teen

Testimonial From A Client

I highly recommend Shegerian and Associates! From start to finish, the process felt smooth, strong, supported and professional. I knew I was in the right hands and it turned out that I could trust everything they had said. From the empathetic and informative intake by Rosanna Vargas to all the preparations by Cortney Shegerian and Monica Boutros all the way to the successful mediation session, I definitely had chosen the right firm. Multiple law firms turned my case down and some even tried to discourage me, although I had been the victim and needed help. Shegerian carefully reviewed my case and took care of me, fully and successfully. Thank you to the entire staff and to justice!

-Client

Source: http://www.shegerianlaw.com/results/testimonials-reviews

Attorney Cortney Shegerian Comments on Ex-Sequoia Capital Partner Ouster

LOS ANGELES, March 24, 2016 /PRNewswire/ -- Attorney Cortney Shegerian, of the Los Angeles-based employment discrimination firm Shegerian & Associates, has released comments on the recent termination of ex-partner Mike Goguen at Sequoia Capital, a well-known Silicon Valley venture capital firm. The termination came just after reports surfaced of a $40 million settlement and subsequent breach of contract suit launched against Goguen from an alleged female sex slave.

"The alleged details of Mr. Goguen's breach of contract case based on the $40 million settlement are shocking," said Shegerian. "Reading through the initial claim for contract breach as well as Goguen's counterclaim is like reading a steamy, horrific fiction novel, but another issue here arises concerning employment rights. The situation brings up questions about just how much an employee's private life can legally affect work life."

"Here, Sequoia may have decided to part ways with Goguen due to a breach of trust, which is a reasonable conclusion in light of the fact that Sequoia claims to have not been aware of the settlement until recently," Shegerian went on to say. "In partnerships of this kind, a breach of trust could be grounds for termination if those terms are clear in the partnership agreement or employment contract."

"To be sure, Goguen's termination has not been challenged yet, nor may it ever be," Cortney Shegerian commented. "Apparently, Goguen has several other items on his plate presently needing his utmost attention."

Located in Santa Monica, Shegerian & Associates is a law firm specializing in protecting the rights of employees who have been wronged by their employers. Richly experienced in labor and employment law and possessing an unparalleled success record as litigators (Carney Shegerian, Trial Lawyer of the Year Award winner for 2013, has won 73 jury trials in his career, including 31 seven figure verdicts), Shegerian & Associates is passionately dedicated to serving the needs of its clients.

Source: http://www.prnewswire.com/news-releases/attorney-cortney-shegerian-comments-on-ex-sequoia-capital-partner-ouster-300241069.html

Returning to Work After Maternity Leave – Know Your Rights

Returning to work post maternity leave involves a full array of challenges for mothers, but it also involves a number of legal protections. These are important. Employees, and their careers, without knowledge of these rights must often deal with employers who refuse to follow the law.

The Rights of Maternity Leave

The 1964 Civil Rights Act a measure of protection against discrimination in the workplace surrounding maternity leave. This law protects employees from discrimination based on a sex, race, disability, age, nationality, religion and more. Protection extends to nearly all forms of employment procedures, including benefits and leave.

Also at the federal level, it’s the Family and Medical Leave Act that most turn to for information on the rights of working mothers who decide to take maternity leave. According to the act women are allowed up to 12 weeks of unpaid leave for birth, delivery and postpartum recovery as well as birth-related medical conditions before they must return to work. Once they come back, employers must follow a number of rules and guidelines to ensure they are treated fairly.

It’s important to keep in mind the leave granted under the FMLA is not paid leave. Unpaid leave is generally the norm even among states, although some are beginning to change that in key areas. Also some companies are now voluntarily offering paid leave. There are these basic rights of pregnancy leave under the FMLA:

1. The right to return to the same or equivalent job
2. The right not to be discriminated against based on the fact that leave was taken or that you were pregnant.
3. The right to return to an altered schedule of intermittent or part-time work.

According to the EEOC, any women returning from maternity leave must be treated the same as other workers allowed leave for a temporary disability.

In addition, workers must be allowed to work as long as she can perform her job before she takes maternity leave. In other words, an employer may not force a worker to leave work because she is pregnant nor can it force her to take less pay or discriminate in other ways regarding her pregnancy or opportunity to take maternity leave.

Facing Pregnancy Leave Challenges and Pitfalls

Some mothers have no choice but to take just a short amount of pregnancy leave – sometimes much less than the amount they are allowed according to law. The lack of paid leave in the U.S. makes choices challenging for working mothers who cannot make ends meet and care for newborns full-time.

From a legal perspective, the biggest challenges arise when employers force working mothers to make decisions they are under no obligation to make or withhold options and opportunities from them simply because they are pregnant or choosing to exercise their rights to maternity leave. Watch for discriminatory tactics in key areas such as:

• Requesting short term disability benefits
• Requesting extensions of FMLA leave
• Requesting additional time off
• Withholding health insurance coverage

Within the context of insurance coverage, the FMLA requires employers to keep health insurance coverage going even during the up to 12 weeks an employee is on leave. Even if the employer opts to offer COBRA benefits instead, it’s still up to your company to ensure that health insurance remains free of discrimination at your job before, during and after leave time.

Each of these areas require fair and equal treatment from employers according to federal law. This means that employers must treat mothers returning to work from maternity leave the same way they treat other workers with similar requests. Any attempt to discriminate against returning mothers could make an employer potentially liable for employment discrimination.

Qualifying for FMLA Protections for Maternity Leave
The FMLA currently does not apply to every company. Only employers with 50 or more employees must abide by its rules. Also, workers need at least 1250 hours of work in the first 12 months of employment before FMLA protection can begin.

It is common for companies to require that employees use vacation time and sick days available to them before use of FMLA leave time will be granted. Check with your HR department for details on the exact policy at your company. Also, the FMLA can only apply to one person per couple at any one workplace, so if you and your spouse or partner are working together, be sure to keep this in mind.

However, even if your company falls outside the requirements of federal law, there may be state law that can help. Check with your state’s Department of Labor laws just to be sure.

States and Maternity Leave

Only three states, California, New Jersey and Rhode Island, currently offer paid leave under the FMLA, and many more states are set to add the provision to current leave laws. At the state level, employees can expect to find laws that are either similar to the federal laws or that are more expansive. Some offer coverage for companies with less than 50 workers or may offer more than the 12 weeks of leave offered at the federal level.

Getting the Help You Need with Maternity Leave

Getting the help you need to tackle the legal aspects of maternity leave issues can be as easy as contacting an experienced employment discrimination attorney in your area. The most important thing to remember is that your rights are under strong protection at both the federal and state level. No matter how complex your issue, these rights should never be ignored. If you’re faced with a workplace dilemma involving maternity leave, contact Cortney Shegerian right away.

Source: http://www.shegerianlaw.com/returning-to-work-after-maternity-leave-know-your-rights

Issues Statement on Disability Discrimination Allegations Against Sacred Heart University

LOS ANGELES, Nov. 14, 2016 /PRNewswire/ -- Carney Shegerian, founder of Los Angeles-based employment discrimination firm Shegerian & Associates recently discussed the disability discrimination allegations against Sacred Heart University, an institution of higher education located in Fairfield, Connecticut. Gary Reho, a former employee, alleges he informed his employer he had been diagnosed with the onset of dementia and was fired as a result.

"As long as a disabled employee is still able to perform the duties of his job, he is protected from termination under the Americans With Disabilities Act," Shegerian states. "In this case, Reho's neuropsychologist not only concluded he was fit to continue working, but said he would greatly benefit from being able to do so."

"Instead of heeding the advice from the neuropsychologist that evaluated Reho's condition, Sacred Heart University gave him the choice of taking short-term disability or losing his job," Cortney Shegerian says. "At a time where he should have been accommodated by his employer, he was wrongfully pushed out the door, ending a 26-year relationship between Reho and Sacred Heart University."

"Employers often fail to treat employees with mental disabilities the same as they would an employee with a physical disability," Shegerian warns. "But, hopefully this lawsuit serves as a reminder to employers that all disabilities are covered under the ADA—not just those that are visually obvious."

Located in Santa Monica, Shegerian & Associates is a law firm specializing in protecting the rights of employees who have been wronged by their employers. Richly experienced in labor and employment law and possessing an unparalleled success record as litigators, Shegerian & Associates is passionately dedicated to serving the needs of its clients. For more information about the firm, visit www.ShegerianLaw.com.

Source: http://www.prnewswire.com/news-releases/attorney-carney-shegerian-issues-statement-on-disability-discrimination-allegations-against-sacred-heart-university-300362079.html

Understanding The Work Of An Employment Attorney

Anyone who is working needs to know the laws that govern his business or work environment. This is the same with those people who are employed. Many of them may not understand some of the laws that govern their positions, and therefore end up being exploited by their employees.

A legal professional will give you some insight as to the boundaries that are in place as concerns your role as an employee. The employment attorney can handle legal cases that involve harassment in the workplace, racism, discriminatory acts and sex in the work place best. Not only so, but the attorney can be able to shed some light on some of the financial cases that may arise. Many workers are not aware when they are being exploited financially. However, the employment lawyer can be able to assist you fight for your rights in this area.

Injustices in the work place take different forms. In a multi-racial culture, it may occur that one employee is discriminated against due to his skin color. The attorney's work is to advise on such matters, and if possible, move on your behalf to the courts to claim compensation for any kind of psychological harm. He presents all forms of evidence that you or any other source relays in the court, just like any other court case, and seeks to receive compensation on behalf of the client.

Another thing that the employment lawyer will help you with is the paperwork involved. In many cases, the employee does not have any idea how to go about any kind of legal proceedings in a case. The attorney fills out the forms for the employee and advices on what procedures are right for the employee to take, in the event that there is an employer-employee situation in court.

Cortney Shegerian is an attorney at Los Angeles based Shegerian & Associates. She fights for the rights of those who are wronged by their employer.

Source: http://ezinearticles.com/?Understanding-The-Work-Of-An-Employment-Attorney&id=7042182

Associate Attorney Employment

Cortney Shegerian is an associate attorney representing Shegerian & Associates, a law firm in Los Angeles, California. She attended and graduated from California State University in Fresno, California for her undergraduate degree in 2010, then graduated with her Juris Doctor degree from Whittier Law School in Costa Mesa, California in 2013. Working alongside her uncle, Carney, Shegerian & Associates is a law firm that works with employment discrimination. Cortney has quickly made a name for herself, being featured in online publications such as Bloomberg.

She was admitted to the State Bar of California, as well as the United States District Court for Central District of California. In addition, she is a member of the Consumer Attorneys Association of Los Angeles, the American Bar Association, and the Los Angeles Bar Association. We got in touch to ask Cortney Shegerian a few questions.

Q&A

• When did you join Shegerian & Associates?

Before finishing law school, I joined team in the marketing department, The primary goal was client outreach and acquisition. I always knew that I wanted to work with my Uncle, so it was a natural first step to do commit myself even before I had my law degree. I was ready and willing to do what it took to be a team player.

• What is it like working alongside a relative?

It’s a demanding, but rewarding experience. Those on the outside may think that due to my name, it is an easy ride. Far from it. If anything, my uncle goes out of his way to ensure that I work at least as hard as anyone else to avoid the misconception. It’s not nepotism, in fact, we are all family here. While we do get along with an air of family atmosphere, everyone here understands and likes to prove that when there is work to do, we work harder than any other firm.

• What makes you different than other lawyers?

My work gives me a sense of purpose, and that purpose is to ensure the full and complete satisfaction of each of my clients. First, I listen to their needs wholeheartedly. I then try to navigate them through the process to ensure that not only they are getting the best assistance possible, but that they understand and can contribute to the process. The better they and I understand each other, the better the results will be. It’s not just a job for me, it’s meaningful work. I come to the firm each and every day and ask, “What can I do today to best serve my clients and the surrounding community?”

• Do you have any advice for people seeking counsel?

Absolutely. There are two very important factors when considering hiring a law firm for representation. First, you need to stand up for yourself, your rights, and what is moral. In the workplace, often times clients allow themselves to not only be pushed over, but have their rights trampled on. That is unacceptable. Second, and just as important, is to ensure that the law firm's vision matches up to yours. Call and set an appointment for a consultation and feel it out. Make sure it is a good fit before moving further.

Source:http://community.martindale.com/legal-blogs/Legal_Marketing_33/b/legal_opinion/archive/2016/05/24/cortney-shegerian-associate-attorney-employment-disability-discrimination-and-sexual-harassment.aspx