Law Offices of Jason Oliver

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Personal Injury Law Attorneys, Employment Discrimination Attorneys, Sexual Harassment Attorneys

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28 Years

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(626) 797-2777Call Visit WebsiteVisit Website Map & DirectionsDirections128 N Fair Oaks Ave Suite 107Pasadena, CA 91103

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Mon - Fri:	9:00 am - 5:00 pm

Places Near Pasadena with Personal Injury Law Attorneys

Alhambra (6 miles)
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Monterey Park (10 miles)
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Arcadia (11 miles)
Los Angeles (14 miles)
Monrovia (14 miles)
South El Monte (14 miles)
El Monte (14 miles)

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Premier Personal Injury and Sexual Harassment Attorneys

General Info: California personal injury, sexual harassment, and employment lawyers offering services to virtually all of California. Free legal consultation. Pay no fee unless you win (contingency basis).
Email: Email Business
Neighborhood: Downtown Pasadena
Other Link: http://www.oliverlaw.net
Categories: Personal Injury Law Attorneys, Employment Discrimination Attorneys, Sexual Harassment Attorneys

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Phone: (626) 797-2777

Address: 128 N Fair Oaks Ave Suite 107, Pasadena, CA 91103

Website: http://www.oliverlaw.net

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Law Offices of Jason Oliver

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DUI/DWI
Drunk driving and the injuries and death that result from it are a serious problem worldwide. If you or a loved one has been a victim of drunk driving in California, please click here for a free consultation. If you have a drinking or substance abuse problem or have been arrested for the offense of driving under the influence of alcohol or drugs, commonly referred to as "DUI", "DWI" or drunk driving, you may find the information contained in the sites below helpful.
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White Collar Crimes
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Murder
Homicide
Damages may be recovered pursuant to this section in an action pursuant to Chapter 4 (commencing with Section 377.10) of Title 3 of Part 2 of the Code of Civil Procedure based upon a death which resulted from a homicide for which the defendant has been convicted of a felony, whether or not the decedent died instantly or survived the fatal injury for some period of time. The procedures for joinder and consolidation contained in Section 377.62 of the Code of Civil Procedure shall apply to prevent multiple recoveries of punitive or exemplary damages based upon the same wrongful act.

Wrongful Termination
Wrongful termination claims turn on the individual facts in any given case. It is therefore important that the employee keep copies of any hiring letters, employee handbooks, and performance evaluations so that a reviewing attorney can better assist in evaluating the potential case.
Employment Discrimination
A bus driver alleged that she was fired by the City of Santa Monica (the City) because of her pregnancy in violation of the prohibition on sex discrimination in the Fair Employment and Housing Act (FEHA). The City claimed that she had been fired for poor job performance. At trial, the City asked the court to instruct the jury that if it found a mix of discriminatory and legitimate motives, the City could avoid liability by proving that a legitimate motive alone would have led it to make the same decision to fire her.
Employment Contract
In this case, Plaintiff Luis Turcios sued his former employer, defendant Pearson Dental Supplies, Inc., for age discrimination under the California Fair Employment and Housing Act (FEHA), among other claims. His employment agreement with defendant contained a mandatory arbitration clause for employment-related claims, and provided that any such claim is waived, unless submitted to arbitration within one year from the date the dispute arose or from the date plaintiff first became aware of facts giving rise to the dispute. Applying this provision in court-ordered arbitration, the arbitrator found that plaintiff had failed to timely submit his FEHA claim to arbitration. On this basis, the arbitrator granted summary judgment for defendant. The trial court, however, vacated the arbitration award on the ground, inter alia, that the one-year limitation period impermissibly infringed on plaintiff's unwaivable statutory rights under the FEHA, and that therefore the arbitrator had exceeded his power in enforcing the one-year limit. (Code Civ. Proc., § 1286.2,subd. (a)(4).)1 Defendant petitioned for a writ of mandate to compel the trial court to confirm the award, and the Court of Appeal issued an order to show cause. In the published portion of the opinion, the Court of Appeal held that on the facts of this case, the one-year limitation period did not unreasonably restrict plaintiff's ability to vindicate his rights under the FEHA. The Supreme Court of California granted review.
Employment Litigation
The Supreme Court held that if an arbitrator has "clearly erred" in ruling that the employee's claim was time-barred, as under the particular circumstances of this case, thereby depriving the employee of a hearing on the merits of an unwaivable statutory employment claim, a trial court does not err in vacating the award. In a second issue, the Supreme Court held that when there is language in an arbitration agreement indicating the employee is relinquishing not only the right to go to court but also to access administrative remedies, but the language in question is reasonably susceptible to a lawful interpretation, the arbitration agreement is not rendered unenforceable due to unconscionability.
Non-compete Agreement
Edwards v. Arthur Anderson - Business and Professions Code section 16600 prohibits employee noncompetition agreements unless the agreement falls within a statutory exception. A contract provision whereby an employee releases "any and all" claims does not encompass nonwaivable statutory protections, such as the employee indemnity protection of Labor Code section 2802.
Severance Agreement
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Disability Discrimination
Lonicki v. Sutter Health Central - Although that part-time job is evidence of ability to do similar work for the original employer from whom the employee has sought medical leave, that evidence is not conclusive. Here, because the parties presented contrary evidence as to whether the employee had a serious health condition that made her unable to do her full-time job, there is a disputed issue of fact that must be resolved at trial.

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