Kane Douglas C Attorney At Law

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Attorneys, Employment Discrimination Attorneys

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Today: 9:00 am - 5:00 pm

Tomorrow: 9:00 am - 5:00 pm

26 Years

in Business

(831) 459-8000Visit WebsiteMap & Directions123 Jewell StSanta Cruz, CA 95060

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Mon - Fri:	9:00 am - 5:00 pm
Sat - Sun	Closed

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When your rights have been violated, turn to someone who cares.

General Info: Douglas Kane is an attorney in Santa Cruz, California, representing plaintiffs in employment discrimination, harassment and wrongful termination cases. His understanding of the complex rules of employment litigation, strong analytical and writing skills, and deep commitment to defending the rights of individuals make him a valuable ally to people whose rights have been violated by employers. Doug's passionate and knowledgeable approach has helped him successfully litigate wrongful termination, employment discrimination and sexual harassment cases against some of the largest employers in Santa Cruz, Monterey and Santa Clara counties.
Services/Products: Specializing in representing plaintiffs in employment discrimination, harassment, and wrongful termination cases
Neighborhood: Central Santa Cruz
Other Link: http://www.protectingrights.net
Categories: Attorneys, Employment Discrimination Attorneys

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Phone: (831) 459-8000

Address: 123 Jewell St, Santa Cruz, CA 95060

Website: http://www.protectingrights.net

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Kane Douglas C Attorney At Law

Assault
Other causes of action that sometimes arise in the wrongful termination context include assault and battery, defamation, fraud, and infliction of emotional distress.

Wrongful Termination
Another "bad reason" is if the termination contravenes some statutorily or constitutionally based fundamental public policy. Common examples of causes of action for "wrongful termination in violation of public policy" include situations where an employee is fired for refusing to engage in illegal conduct, or in retaliation for complaining about safety conditions. Employees who suffer from discrimination or harassment by employers who are not covered by the state or federal employment statutes (i.e., employers with less than five employees) can sue under this theory based on the public policy against discrimination stated in California employment statutes and the California Constitution. Damages for this cause of action include lost wages, benefits, and earning capacity, medical expenses (if any), emotional distress, and in some extreme cases, punitive damages, but not reasonable attorney's fees.
Employment Discrimination
Federal employment discrimination and harassment laws generally apply only to employers who employ 15 or more employees. California law is applicable to employers who employ 5 or more people.
Employment Contract
Even if an express or implied contract not to be terminated without good cause can be shown, the employee still must show that the employer did not have a right to terminate him for good cause. The justice system is reluctant to substitute a judge or jury's judgment for the business decisions of employers. The California Supreme Court recently clarified that the key inquiry is not regarding what the employee did to get fired, but rather whether the decision to fire was made in good faith. In order to show that the employer breached the contract not to terminate without good cause, the employee must show the decision was arbitrary and capricious, pretextual, or that the employer did not make an appropriate investigation, including giving the employee an opportunity to present her position. The only damages available for breach of an employment contract are economic damages such as lost wages and benefits.
Employment Litigation
Douglas Kane is an attorney in Santa Cruz, California, representing plaintiffs in employment discrimination, harassment and wrongful termination cases. His understanding of the complex rules of employment litigation, strong analytical and writing skills, and deep commitment to defending the rights of individuals make him a valuable ally to people whose rights have been violated by employers.
Sexual Harassment
Harassment cases also generally fall into two categories: quid pro quo and hostile environment cases. Quid pro quo cases are the classic type of sexual harassment cases where a supervisor forces or attempts to force an employee to engage in sexual acts in order to keep her job, get a promotion, or avoid termination or other adverse action. Hostile environment cases occur where severe and/or pervasive acts of harassment based on an employee's membership in a protected class create an employment environment that any reasonable person would consider intolerable.

Disability Discrimination
Disability discrimination is one of the areas of the law most in flux. Many changes have already occurred since the Americans with Disabilities Act was first passed by Congress in 1990. Among the issues that continue to need clarification are what exactly constitutes a disability, what accommodations are reasonable, and what constitutes undue hardship.

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