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 Carney Shegerian Issues Statement on Whistleblower Retaliation Allegations Against Snapchat

LOS ANGELES, Jan. 24, 2017 — Carney Shegerian, founder of Los Angeles-based employment discrimination firm Shegerian & Associates, recently discussed the new whistleblower retaliation allegations made against Snapchat by a former employee, Anthony Pompliano. In the lawsuit, Pompliano claims Snapchat is misleading investors about the company’s growth in order to drive up its initial public offering.

“Pompliano was only employed by Snapchat for three weeks, but in this short period of time, he learned the company was misrepresenting its user growth in an attempt to appear more attractive to potential investors,” Shegerian says. “He was also allegedly asked to hand over confidential trade secrets from his former employer, Facebook.”

“After voicing his concerns about this unethical behavior to his superiors, Pompliano was terminated from the company in a classic case of whistleblower retaliation,” Cortney Shegerian continues. “Retaliation is the most commonly reported type of discrimination, but thanks to courageous individuals like Pompliano, the courts can continue to show employers it will not be tolerated.”

“Snapchat’s parent company is preparing for its initial public offering, which is expected in just a few more months,” Shegerian says. “If these allegations are true, Pompliano’s actions may save countless investors from partnering with Snapchat based on misleading information, which is a perfect example of why protecting whistleblowers in the workplace is of vital importance.”

Source: http://www.shegerianlaw.com/news/attorney-carney-shegerian-issues-statement-on-whistleblower-retaliation-allegations-against-snapchat/

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

Carney Shegerian of Shegerian & Associates Proves Liability of School Bus Company in Fatal Collision that Killed 13-Year-Old Jonathan Hernandez

Carney Shegerian of Shegerian & Associates, Inc., a Santa Monica-based litigation law firm, teamed with Nancy Doumanian of La Crescenta-based law firm Doumanian & Associates and Nicholas Rowley and Courtney Rowley of Beverly Hills-based personal injury law firm Carpenter, Zuckerman & Rowley to successfully convince a California state jury to hold First Student, Inc. liable for negligence and the wrongful death of a 13-year-old boy.

A trial for damages will follow, with the same team of attorneys representing the boy’s family.

The jury voted last week, determining defendant liability in the civil lawsuit for the wrongful death of Jonathan Hernandez, who was fatally struck by a school bus owned by First Student, Inc. The bus was operated by a First Student employee who was driving while impaired by prescription drugs.

“It has been an honor to have had the opportunity to represent Jonathan’s family in their painful legal journey thus far,” said Cortney Shegerian. “This was a senseless tragedy that could have been avoided had the impaired driver been properly screened and supervised. She was not fit to drive and a precious 13-year-old boy’s family has suffered a devastating loss as a result.

“Due to the negligence of First Student, Inc., Jonathan’s family can never get their beloved child back,” Shegerian added, “but hopefully the jury’s decision in this case will serve as an important message to transportation companies on a national level that all drivers must be regularly screened and trained appropriately.”

Source: http://www.shegerianlaw.com/news/carney-shegerian-of-shegerian-associates-proves-liability-of-school-bus-company-in-fatal-collision-that-killed-13-year-old-jonathan-hernandez

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

Help SpaceX Whistleblower Seek Justice

Carney Shegerian of Shegerian & Associates, Inc., a Santa Monica-based litigation law firm specializing in employee rights, is representing a man who claims he was wrongfully terminated by Space Exploration Technologies Corp. (SpaceX) after blowing the whistle on his managers for pressuring test technicians to deviate from written procedures and to sign off on tests that had not been performed per protocol.

The man who filed the complaint, Jason Blasdell, had served at the rocket and spacecraft manufacturer’s Hawthorne headquarters since 2010 as an Avionics Test Technician. He received consistently positive reviews from management for his work but he began noticing safety issues related to the testing procedures of rocket parts, which led him to question the quality of the testing and the risks it posed for not just the rockets potentially exploding, but for the potential loss of human life as well.

According to Blasdell’s complaint, he was terminated from his employment after he blew the whistle to HR, the company’s president and, ultimately, SpaceX founder Elon Musk, regarding a series of potentially dangerous deviations from protocol that his managers were pressuring test technicians to make.

Specifically, Blasdell complained that SpaceX’s failure to properly mark and serialize parts made it impossible for him to research each part’s possible history of failure, which could potentially lead to the wrong part or a faulty part being put on a rocket. He also complained that his managers were implementing practices that led to a culture in the test lab of ignoring procedures and deviating from protocols in order to pass tests through and not hold up production. He reported that he and other employees were pressured to falsify testing procedures to make it look like they were following specific testing requirements when in fact they had not.

According to the complaint, shortly after Blasdell attempted to blow the whistle to the highest levels of the SpaceX organization regarding these issues, he was told by the company’s Human Resources department that he was being terminated “for being disruptive.”

“During the duration of Mr. Blasdell’s employment at SpaceX, he was consistently rated by his management as ‘excellent,’ and received merit-based raises based on his performance,” said Shegerian. “He was even the recipient of the company’s ‘SpaceX Kick Ass Award’ for performing above and beyond the requirements of his position. This all changed, once he did the right thing and reported a potentially dangerous and even life-threatening deviation from protocols.”

“Unfortunately, what we’ve got here is a classic whistleblower case where an honest, hard-working test technician has been spurned for doing his job diligently and making ethical recommendations that were not popular with management and followed by the unceremonious, retaliatory, wrongful termination of our client from his duties,” added Cortney Shegerian. “Retaliation – and the wrongful termination – of employees who are considered whistleblowers remains a huge ethical problem that simply must stop. It’s our job to help Mr. Blasdell seek justice and hopefully make a public statement that this kind of wrongful termination – in any workplace – cannot be tolerated.”

Source: http://www.shegerianlaw.com/news/shegerian-associates-to-help-spacex-whistleblower-seek-justice

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

8 Questions a Hiring Manager Should Never Ask

Most people who conduct job interviews aren't actually experts in hiring. In theory, recruiters should be (although, I've heard some horror stories about "professional" recruiters as well), but most hiring managers hire maybe one person per year. As a result, most hiring managers never become experts in hiring.

Job interviews should be designed to find people who are the most qualified for the job and who would also be the best fit for the department. You want to make sure you hire people who are reliable, talented, and will fit in. The desire to do this can sometimes lead a hiring manager to ask questions she shouldn't ask. Additionally, sometimes hiring managers have prejudices that should be set aside for hiring. Remember, the only the thing you should be concerned with is the ability to do the job. Nothing else should matter.

I asked attorney Cortney Shegerian, of Shegerian & Associates, what are some questions that people ask that they shouldn't. Here's what she said:

• Will you need time off for personal reasons?
• Is anyone in your family disabled?
• Do you have any serious health conditions or disabilities?
• How old are you? How many more years do you plan on working?" (Basically, any age question should be avoided unless you are making sure the person is not a minor)
• Are you religious? What do you believe in?
• What race do you identify with?"
• What gender are you? Are you transgender?
• What's your sexual orientation?

Basically, these are questions which give you information you can't use to make your decision. (Technically, sexual orientation/transgender status isn't a protected class in all states, but the EEOC is arguing it is and most likely the federal courts will agree. Regardless, it's irrelevant to someone's ability to do a job and legal or not, you're a jerk if you use this as part of your decision-making process.)

The first question, "Will you need time off for personal reasons?" seems like a reasonable question at first. You need to know if someone is going to reliably there. However, it can elicit responses which are illegal to consider. For example, "I'm going to need to take time off in six months because I'm pregnant." Ooops, now if you reject the candidate, you've got to prove that you didn't reject her because of the pregnancy. If you didn't ask, you wouldn't know and can't be accused of pregnancy discrimination.

Under the Americans With Disabilities Act (ADA), you have to make reasonable accommodations for a disabled employee, so you might think it makes sense to find out before you hire. However, like the question above, if the person says yes, then you're in the uncomfortable position of having to prove that you didn't consider their disabilities if you don't hire the person. Instead, let the person say what accommodations she may need during the negotiation phase of the hiring process. If she doesn't bring it up, you don't need to ask.

Race, gender, age, religion, are all irrelevant in the hiring process (except for making sure someone is over 18). You may be shocked at this as the job applications you've filled out have asked you for your race. This is for reporting to the federal government, and the data should be separated from the application.

Remember, when you interview someone, keep to things that are relevant to the actual job. Save the chit-chat for after the person is hired. Don't ask anything that you don't want to use in your hiring decision.

Source: http://www.inc.com/suzanne-lucas/8-questions-a-hiring-manager-should-never-ask.html

Comments on Ex-Waffle House CEO Sexual Harassment Case

LOS ANGELES, Feb. 25, 2016 — Attorney Cortney Shegerian, of the Los Angeles-based employment discrimination firm Shegerian & Associates recently released comments on allegations of sexual harassment against ex-Waffle House CEO Jo Rogers, Jr. The lawsuit began in 2012 when Rogers’ housekeeper, Mye Brindle, filed a claim alleging she was forced to have sex as a condition of her employment. Rogers has since launched his own allegations against Brindle and Brindle’s attorneys.

“The relationship between a homeowner and a housekeeper is normally a very personal and private one, and handling sexual harassment when it arises in relationships of this kind can be an extremely delicate situation,” said Shegerian. “Even though the harassment occurs in a home, where privacy is tantamount, there is still that employer-employee relationship in place which means the homeowner must adhere to employment discrimination laws.”

“In fact, workers of all types including housekeepers and groundskeepers, are protected under a number of state anti-discrimination laws that cover sexual harassment in smaller workplace settings,” Cortney Shegerian went on to say. “While these workers may feel just as hesitant to bring forward allegations of sexual harassment as any other worker, it’s important that they know their rights and hold their employers accountable when those rights are violated.”

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.

Located in Los Angeles County, Shegerian & Associates is a law firm specializing in employment law and personal injury litigation. Shegerian & Associates is dedicated to serving the needs of its clients, and has won over 73 jury trials, including over 31 seven and eight figure verdicts.

State Bar of California

Cortney Simone Shegerian - #296457

Current Status:  Active 

Profile Information :The following information is from the official records of The State Bar of California.

Bar Number:  296457                  

Address:   Shegerian & Associates 225 Santa Monica Blvd

Ste 700,Santa Monica, CA 90401

Phone Number:     (310) 860-0770

Fax Number:      (310) 860-0771

e-mail: Not Available

County:  Los Angeles

Undergraduate School:  California St Univ Fresno; Fresno CA

District:                 District 2                                

Sections:              Labor & Employment

Law School:        Whittier Coll SOL; CA

Status History:

Effective Date   Status Change

Present                Active

5/23/2014            Admitted to The State Bar of California

Explanation of member status

Actions Affecting Eligibility to Practice Law in California

Source: http://members.calbar.ca.gov/fal/Member/Detail/296457

Fighting Multi-Billion Dollar Corporations For Employee Rights

Shegerian & Associates is an employee rights firm not afraid to hold multi-billion dollar corporations accountable to the law. The firm has made a name for itself with over 72 jury trial wins, including over 30 wins with seven or eight figure verdicts. Cortney Shegerian, an attorney at the firm, took some time recently to share her thoughts on successfully fighting multi-billion dollar corporations for employee rights.

“It takes more than a law degree and a bar certificate to win big money verdicts when your client is wronged,” says Shegerian, a graduate of Whittier Law School. “Jury trials are major undertakings, with each side investing plenty of time and money into a successful verdict. This often means countless hours spent researching, planning and strategizing.

“The most involved aspect of any case is placing the client’s needs center stage and building a sound legal strategy around the best possible arguments for each issue.”

Shegerian, niece of the firm’s lead attorney Carney Shegerian, handles all aspects of case management including trial preparation, mediation, and tries cases when settlements can’t be reached. Under Carney Shegerian’s leadership, the firm has seen a considerable amount of action against heavy hitter corporations.

This includes a nearly $8 million dollar verdict against Rite Aid where a client was harassed and ultimately fired after sustaining a neck injury during a store robbery. It also includes a whopping $26 million dollar verdict against office supply giant Staples.

“To win against big corporations, it’s important to know how to thrive in your professional element and how to perform well under pressure,” says Cortney Shegerian. “The intensity can sometimes be nerve-wracking, but the successful outcomes always make things worth it in the end.”

Fighting MultiBillion Dollar Corporations

True, going against a multi-billionaire corporation can be an intimidating endeavor for any attorney. These companies do not take employee lawsuits lightly. They’ll hire the best of the best to represent clients’ interests and take every precaution to ensure that those interests are litigated to their advantage.

So what’s an employee rights attorney to do when their client is the underdog battling a Goliath corporation? The answer may not be what you think. As in many instances in life, to win a fight against a huge corporation, it’s not what you know, but who you know.

This is not to imply that winning against large corporations is an inside job, requiring nefarious pursuits to reach desired objectives. Rather, successful attorneys’ quote time and time again the value of reaching out to colleagues and senior partners for advice and encouragement when the stakes are high.

“I’m fortunate to be working with an expert group of trial lawyers, each with his or her own unique level of experience and expertise,” says Shegerian. “When I hit a roadblock in case analysis in the wee hours of the morning or when I need a sounding board for a risk-taking litigation strategy, my colleagues are an invaluable resource.”

Another element involved in high profile cases is, as always, successful attorney-client relations. When attorney-client relations are out of sync, the entire operation could go awry with costly consequences.

Even though an attorney should always get the last word when it comes to legal strategy, Shegerian stresses being consistently forthcoming and willing to communicate both the strengths and weaknesses of a case to a client, keeping a high level of trust carefully intact.

Employee Rights Boons for Attorneys with the Right Stuff

“One of the best and most successful ways to approach a case against a well-backed employer is to stay on top of the trends of the law,” says Cortney Shegerian. “For instance, right now, courts are really making the effort to broadly construe the dictates of the Americans with Disabilities Act. This means these types of cases can provide tons of room for clients’ claims to land a successful verdict if an attorney knows her stuff.”

Indeed, several areas in employee rights law are soaring right now. Wage and hour disputes are on the rise, and the Obama Administration’s recent changes to national overtime laws will surely advance overtime-related lawsuits in the very near future.

Also, on the rise are disputes regarding sex discrimination. “Sex discrimination is an area that is constantly growing and reshaping itself. The rising issues of sexual orientation and gender identity disputes characterized as sex discrimination should open the door to a very new and real side of sex discrimination involving the LGBT community,” says Shegerian.

Upholding Client Rights When the Stakes are High

What’s the best advice for attorneys going toe-to- toe with multi-billion dollar corporations? “Stay the course,” says Cortney Shegerian. “Always remember to put your clients’ interests first, and understand the law enough to know that, no matter how high the stakes, you’re fighting for the rights of someone who deserves justice according to the law.”

Source: http://abovethelaw.com/?sponsored_content=fighting-multi-billion-dollar-corporations-for-employee-rights

Attorney Cortney Shegerian Issues Statement on $150,000 Dunkin' Donuts Settlement

Cortney Shegerian, a lawyer at the Los-Angeles based business employment litigation firm Shegerian and Associates, as of late remarked on the $150,000 inappropriate behavior settlement granted to previous employees of Dunkin' Donuts. The argument was brought against Hillcrest Marshall, Inc., the proprietor of numerous Dunkin' Donuts establishments in Westchester County, New York.

"The previous workers of this Dunkin' Donuts area were subjected to unwelcome lewd gestures from their superiors," Shegerian states. "One of the casualties was even physically and verbally abused subsequent to dismissing his advances, and after that terminated for reporting his conduct to the police."

 

"This case demonstrates that inappropriate behavior can transpire inside any organization—whether it is a corporate office or a donut establishment," Cortney Shegerian went ahead to state. "The case represents how essential it is for each business to have an anti-discrimination strategy set up and to make a culture where employees are urged to report wrong conduct."

"The young women who forward to report this terrible conduct should be praised for their fortitude," Shegerian says. "Such a large number of ladies dread striking back for standing in opposition to lewd behavior, yet these women have demonstrated the law will secure you when your employer neglects to do as such."

Situated in Santa Monica, Shegerian and Associates is a law office which holds considerable authority in protecting employees who have been wronged by their places of employment. Strongly experienced in labor and business law and having an unparalleled achievement record as litigators, Shegerian and Associates is energetically devoted to serving the necessities of its clients. For more data about the firm, visit www.ShegerianLaw.com.

Review Los Angeles Attorney

I hired Shegerian & Associates in June of 2014 regarding employment rights violations that occurred with my employer (Fortune 100 Company) that caused me severe emotional distress.I hired this firm specifically due to their outstanding case history (95% success rate) and the fact that 2 of their previous clients have been awarded two of Los Angeles County’s largest employment verdicts in the history of LA employment law.

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This is who I wanted by my side to fight back against a very well known corporation for their illegal actions which included discrimination based on my medical condition and ADA violations. As of today, I can say that my case has been resolved. I worked with Cortney Shegerian specifically on my case and she was always very kind and always professional. I believe that she fought for me to the best of her abilities and I received the best possible outcome for my case. 

Considering that my case was resolved in less than a year, I am very happy that I chose to hire Shegerian & Associates. I would absolutely refer ANYONE with employment rights issues to their office!

Source: https://www.pissedconsumer.com/company/cortney-shegerian/attorney-cortney-shegerian-los-angeles-20160531857424.html

A Quick Guide To Leaves As “Reasonable Accommodation”

The Equal Employment Opportunity Commission recently issued the “Employer-Provided Leave and the Americans with Disabilities Act” guidance to help employers know when leaves of absences are considered reasonable accommodations for disabled employees.

The EEOC advises employers to consider leaves of absences as reasonable accommodations that must be granted unless they impose undue hardship to the business. However, determining whether a leave of absence is a reasonable accommodation or an undue hardship can be difficult for employers. Luckily, the recently issued guidance offers more information on how employers can decide whether or not to grant the disabled worker’s request.

Approximate dates
When an employee gives an approximate date to return to work, the employer should look at each case individually to determine whether or not it is feasible for the employee to be gone without causing an undue hardship. If the date changes for some reason, maybe because the employee takes longer than expected to recover from a medical procedure, then the employer is allowed to reconsider.

Maximum leave
Most employers have maximum leave policies in place that dictate how long employees are allowed to be out of the office. The guidance makes it very clear that employers should consider granting extensions to this maximum leave policy when a disabled individual requests it to accommodate his disability.

Communications
The EEOC permits employers to contact employees during their leave as long as they are checking on their progress and discussing whether or not their projected return to work date has changed.

Medical documentation
In some circumstances, employers are allowed to ask for medical documentation before granting requests. For example, if an employee was given a leave of absence of one month, but then asks for an additional two weeks, the employer is permitted to ask for documentation showing why the extra time is needed. But, if the employee is asking for a leave of absence with a fixed return date, he should not be asked to provide medical updates.

The guidance from the EEOC says:
An employer may obtain information from the employee’s health care provider (with the employee’s permission) to confirm or to elaborate on information that the employee has provided. Employers may also ask the health care provider to respond to questions designed to enable the employer to understand the need for leave, the amount and type of leave required, and whether reasonable accommodations other than (or in addition to) leave may be effective for the employee (perhaps resulting in the need for less leave).

Additional leave

Before deciding whether or not a leave of absence imposes an undue hardship, employers are allowed to consider what other leaves the employee has taken in the recent past. For example, if an employee has already used FMLA leave and all of their allotted sick days, but is now requesting an additional one month leave of absence, the employer may take all of this time into consideration when determining whether or not the employee’s absence is an undue hardship. If the employer’s other absences have stretched the company’s resources too thin, then perhaps this additional leave will impose an undue hardship and should not be approved.





Unpaid leave
If an employer does make the decision to grant a leave of absence, they do not need to pay the disabled employee during this time unless they have a paid leave policy that applies to all employees.

Indefinite leave
When a disabled employee cannot give an approximate date of return to their employer, the employer is under no obligation to grant their leave of absence.

Alternate positions
When an employer allows an employee to take a leave of absence, they must hold the position open until the expected return to work date. However, sometimes employers discover the employee’s role needs to be filled sooner than expected in order to keep the company running. In these situations, the employer can fill the disabled employee’s job as long as there is an alternate job ready and waiting for them upon their return.

This guide should provide more clarity to employers who are still questioning whether or not to allow disabled employees to take extended leaves of absence.

About the Author :

Cortney Shegerian is an attorney with Los Angeles based Shegerian & Associates. Shegerian’s practice areas of expertise include discrimination, harassment, whistle blower retaliation and wrongful termination, among others.  Her work includes all aspects of case management, with a particular emphasis on mediation, trial preparation and jury trial litigation.

Source: https://www.eremedia.com/tlnt/a-quick-guide-to-leaves-as-reasonable-accommodation

Are Anti-Harassment Efforts Falling Short” Yes, Says EEOC

Folks, loyal readers, here is a guest post blog from an esteemed, experienced trial lawyer in Los Angeles. Cortney Shegerian practices employment law in Los Angeles, California at her firm, Shegerian and Associates. She has mediated over 100 cases. Let’s hear what she has to say:

Sexual and non-sexual harassment is currently the number one reason why employees file complaints against their employers with the EEOC, and a new report may have discovered why these complaints are filed so frequently.

The Equal Employment Opportunity Commission recently released a report that showed anti-harassment strategies in the workplace are not as effective as they should be. The report showed that training efforts, which have been in place for over 30 years, are not effective in actually preventing harassment since they focus more on avoiding legal liability than stopping the behavior.

Harassment can happen to anyone, but the EEOC did identify a number of factors that could put employees more at risk of being a victim to harassment. These risk factors include:

• Lack of diversity in the workplace

• Workers who do not conform to workplace norms

• Cultural or language barriers

• External events that could impact employees’ prejudice (for example, terrorist attacks could cause some people to harass Middle Eastern employees)

• A workplace full of young workers

• Workplaces with significant power disparities

• Employees who receive tips or work in customer service

• Employees who do low-intensity tasks

• Isolated workspaces

• A culture that encourages alcohol consumption

The report also found that simply having a harassment policy in place is not enough to prevent it from occurring. In fact, many employees do not file complaints because they fear retaliation from their employers. According to the report, three out of four employees who are harassed because of their sex, race, religion or disability do not report it because they fear they will be blamed, called a liar or punished.

How can employers put an end to harassment? It is the employer’s responsibility to create an open and honest culture within the workplace where employees are encouraged to do the right thing and speak up when they are being harassed. Company culture is built at the top and makes its away down through the organization. Senior level executives and upper level management need to be responsible for setting the tone in the workplace.

To stop harassment, the EEOC also suggests a complete revamp of training procedures to include courses on bystander intervention and the basics of workplace civility. The latter will not focus on the specifics of harassment, but rather on how to respect one another in the workplace. Bystander intervention courses teach employees the importance of reporting inappropriate behavior and supporting their peers. It has been used on college campuses and proven to be successful, according to Chai R. Feldblum, Commissioner of the EEOC.

Finally, the EEOC has a number of resources available to employers, including a toolkit of compliance assistance measures for employers. The agency also plans on launching a campaign called “It’s On Us” to target harassment in the workplace. This campaign will be similar to the one that they launched to raise awareness about sexual assault on college campuses.

For more information about employment law in California, see http://www.shegerianlaw.com.

Source: http://www.sanantonioemploymentlawblog.com/2016/07/articles/discrimination/guest-post-are-anti-harassment-efforts-falling-short-yes-says-eeoc/

Cortney Simone Shegerian

Cortney Shegerian is an associate attorney with Shegerian and Associates. Her work includes all aspects of case management, with a particular emphasis on mediation, trial preparation and law and motion. Cortney Shegerian has drafted and argued in court numerous substantive motions, including Motions for Summary Judgment, Demurrers, Post-Trial Motions and Motions to Compel.

Cortney Shegerian places special emphasis on actively listening to clients and giving them an understanding of the legal process. Her goal is to enable all the firm’s clients to have the understanding and tools they need to assist the firm in vindicating their rights.

Cortney Shegerian – California Employment Attorney

Cortney Shegerian is an attorney at Shegerian & associates in Los Angeles County California. She has expertise in all aspects of legal management, with a particular prominence on law and motion, trial preparation and mediation. She has an aggressive approach to fighting for the rights of her clients, who contain victims of workplace harassment, sexual harassment, Physical disabilities, and personal injuries both inside and outside the workplace. Cortney Shegerian also takes care of company’s marketing efforts and contribute her distinctive and innovative techniques to maintain Shegerian & Associates one of the most well-known employment and injury law firm of California. 

How have you started this business? What was the inspiration behind to start this business? 

Shegerian & Associates was founded in 2000 by my uncle Carney Shegerian. He has put his effort to give a strong foundation to the firm and grow the firm from one employee to 20. I have joined the firm in 2013 helping firm marketing department to find opportunities for its growth. Later after graduating law school in 2013 became an associate attorney with the firm.

How do you gain money? 

The basic concept behind making money is a traditional compensation model where we typically retain a percentage of cases settled or won in trials.

In How much time frame you make a profit? 

The law firm is in a profitable place and successful since it has been founded by Carney Shegerian. Exponential growth has been marked over the years with the increase in employee strength. 

Was there ever a time when you have started your career you doubted it would work? 

I have lost my first ever trials in 2014, that was a jury trial. That client was wronged by their employer and we felt devastating that we did not win the case for our client. It was a setback for me but I handled it by discovering more, acquiring more valuable experience and acquiring a deeper understanding that law can be more of an art than a science. 

What is your best marketing strategy that you are using that works really well to generate new business? 

I strongly admit referrals are always on top but paying referral fees to other attorneys and law offices can get expensive. Other strategies which are working well is blogging, SEO, paid ads all are online traditional things, however, doing things right, with the right budget and the right people. 

What do you think the reason for your success is? 

I would say, I have a great education and great teachers around me. Despite my knowledge and amount of experience, a strong drive to get justice for my clients what really help the law firm be successful. 

Share your most satisfying moment in business? 

I feel satisfied when I see the true happiness on the client’s face after winning a trial or a settlement after years of emotional trauma from being wrong in the workplace.