MLG Wins $40,000.00 for Discriminated and Wrongfully Terminated African-American Client

Aug. 24, 2012 - PRLog -- Top notch Los Angeles law firm Mesriani Law Group has proven yet again its reliability in defending victims of employment disputes as it successfully secured a total of $40,000.00 for its female client-employee who was discriminated against and harassed based on her sex, age, and race  and was wrongfully terminated by her former employer and superiors.

According to official records, the client-employee, a 54-year-old African-American woman, started her employment at an undisclosed nonprofit organization on July 26, 2008 until she was wrongfully terminated on April 16, 2010.

The client-employee’s initial work at the organization was to obtain donations, distribute receipts, schedule donations, and perform customer service. She was also tasked to coordinate with a retail company in preparation for the organization’s Christmas toy drive, in which the client-employee received commendation for her work done with the said event.

After 90 days of employment at the organization, the client-employee received her first performance review, which was conducted by her supervisor. In the said evaluation, the client-employee received either satisfactory or good and no below satisfactory remarks. The evaluation even stated that the client-employee was a “welcome addition” and that the organization was “fortunate to have her working” for it.

Meanwhile, in September 2009, the client-employee was assigned to the position of donation-giving program accountant because the person holding that position was on maternity leave.

Records added that the program accountant told the client-employee that it took her almost a year to feel comfortable in completing her work. However, the client-employee was only given eight hours of training and was not formally trained for the program accountant position.

As a result of inadequate training, the client-employee became concerned of her increased work load, which was why she attempted to raise her concerns. However, her supervisor only offered her little help and instead told her that the job had to be done.

Additionally, the client-employee was unfairly and regularly harassed by the organization’s controller regarding the completion of her tasks even though she had only received limited training to do so.

Due to her supervisor’s inaction on her concerns, the client-employee then approached the organization’s Human Resource Department to voice out her grievance. The client-employee told the HR Department’s Vice President about her stresses and wanted some guidance on as to how she should address the issues.

The HR Department Vice President asked the client-employee if she wanted her supervisor to be present in the meeting, and latter responded that she did not and that she only wanted direction on how to handle the situation. The HR Department Vice President affirmed in this meeting that the organization has a “no retaliation” policy and that she would not be retaliated against for expressing her concerns.

However, the concerns of the client-employee were not addressed as well. Consequently, in December 2009, the client-employee received her performance review that was written by the HR Department’s Vice President and the organization’s Director of Gift Processing because the client-employee’s supervisor was absent.

The review came out to be negative in every category of performance even though the client-employee was never reprimanded or warned for her work performance, attendance, or attitude. As a result, the client-employee was devastated, speechless, shaken, and confused with the performance review.

Eventually, the client-employee was transferred to the organization’s Gift Processing department from the donation-giving program immediately after the performance review. While at the said department, a coworker ridiculed and harassed the client-employee based on her age, hair, color, and clothing. The client-employee was called names such as “grandma,” “old lady,” and “monkey” by the said coworker, causing the former to feel completely disrespected.

Then, on April 16, 2010, the client-employee was called into the HR Department and was informed that she was being terminated due to budget concerns. However, on April 20, 2010, the client-employee learned that the organization hired two temporary employees in the Gift Processing department on a permanent basis.

The unjust actions of the defendants clearly deprived the client-employee with fair and non-hostile employment at the organization.

Luckily, the legal assistance given by the Mesriani Law Group’s skilled lawyers and paralegal staff helped the client-employee to receive monetary relief for the pain, suffering, and financial problems she endured. The firm’s swift and unparalleled ability in defending the rights of its client-employee only proved its dedication in furthering the interests of wronged Los Angeles employees.



ABOUT MESRIANI LAW GROUP
Mesriani Law Group is a full service law firm operating out of Los Angeles, California, with several distinct and independent divisions, each of which specializes in a different branch of the law. Mesriani Law Group currently maintains divisions specializing in Business and Corporate Litigation, Personal Injury Litigation, Social Security Disability (SSD/RSDI) and Supplemental Security Income (SSI) claims, and Employment/Labor Law. For more information about Mesriani Law Group, please go to http://www.mesrianilaw.com/.