Northern California (916) 538-0225
Southern California (323) 736-0225
Representing Clients In The Following Cases:
- Wrongful Termination
- Discrimination in Employment
- Pregnancy Discrimination
- Sexual Harassment
- Whistleblower Retaliation
- Wage and Hour Violations
- Housing Discrimination
- Public Accommodation Discrimination
- Hate Violence
- State Personnel Board Appeals
- Internal Affairs Investigation Discipline
- Workplace Investigations
Employment Discrimination is illegal under both California law and Federal law.
Employment discrimination consists of adverse employment actions (i.e., termination, denial of employment, denial of promotion, suspension.) that are motivated by the employee’s actual or perceived protected characteristic (race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age (over 40), sexual orientation, or military and veteran status; or because of association with any of those protected characteristics).
Harassment/Hostile Work Environment
Workplace harassment consists of unwelcome verbal, visual, or physical conduct that is directed at an employee because of an employee’s protected characteristic (race, age, sexual orientation, etc.). “Hostile work environment” harassment can take form when the presence of demeaning comments, slurs, pictures, jokes, threats, or overall atmosphere is so severe or pervasive as to create an intimidating and offensive work environment.
Sexual Harassment consists of an unwelcome sexual advance by an employer or supervisor that represents a threat to the employee’s employment or becomes a condition of continued employment. Additionally, such harassment can be classified as a “hostile work environment” when the presence of demeaning or sexual photographs, jokes, threats, or overall atmosphere is so pervasive as to create an intimidating and offensive work environment. “Quid pro quo” form of sexual harassment when job benefits were conditioned, by words or conduct, on an employee’s acceptance of sexual advances or conduct.
Retaliation refers to a prohibited employment action (e.g., termination or discipline) taken against an employee as a result of a his or her participation in a legally protected activity. These legally protected activities include:
Complaining about discrimination
Filing a discrimination lawsuit
Giving testimony in a discrimination suit
Making a discrimination complaint
Refusing to participate in discrimination
Requesting a Reasonable Accommodation
Calvin Chang, Esq.
Mr. Chang’s practice areas include litigating claims on behalf of individuals for employment discrimination, harassment, retaliation, and civil rights. Mr. Chang has also prosecuted cases under the Ralph Civil Rights Act for cases of hate violence.
Mr. Chang has over two decades of experience in the public sector, including over fifteen years as a sworn peace officer, including as a patrol officer, investigator, supervising investigator, special agent, and senior special agent. Mr. Chang was formerly a supervising investigator for one of California’s largest law enforcement agencies, where he supervised a team of investigators, conducting internal affairs, and equal employment opportunity investigations.
Mr. Chang was previously Chief Executive Officer of National Flare Company, Inc. At National Flare, Mr. Chang developed, patented, and manufactured, a new safety device for road flares that reduced the number of end user injuries previously associated with the industry standard.
Mr. Chang received his Juris Doctor from Concord Law School where he was a distinguished scholar and distinguished Oral Advocate in a Plaintiff’s ADA case. Mr. Chang received his BA in Political Science at the University of California at Davis, and a Masters in Criminal Justice at Boston University.