Magnanimo & Dean LLP

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Labor & Employment Law Attorneys, Attorneys, Criminal Law Attorneys

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Tomorrow: 9:00 am - 5:00 pm

(310) 806-4541Call Visit WebsiteVisit Website Map & DirectionsDirections15260 Ventura Blvd Ste 1550Sherman Oaks, CA 91403 Write a ReviewWrite Review

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

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Extra Phones: Phone: (818) 305-3450
Neighborhoods: South Valley, Sherman Oaks
AKA: Magnanimo Frank
Other Link: http://www.magdeanlaw.com
Categories: Labor & Employment Law Attorneys, Attorneys, Criminal Law Attorneys, Employment Discrimination Attorneys, Personal Injury Law Attorneys

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Phone: (310) 806-4541

Address: 15260 Ventura Blvd Ste 1550, Sherman Oaks, CA 91403

Website: http://www.magdeanlaw.com

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Magnanimo & Dean LLP

Adoption

Sex Crimes
Our law firm handles court litigation of employment harassment claims, including claims involving sexual assault, sexual abuse or rape. The most common type of harassment claims are for sex harassment, sexual harassment and gender harassment. Magnanimo Dean Law, APC’s attorneys handle such claims in Southern California, including the counties of Los Angeles, Santa Barbara, Ventura and Orange.
Assault

Business and Corporate Law

Business Disputes

Wrongful Termination
Wrongful Termination Information If you believe you are a victim of discrimination, if you have been denied or improperly compensated for overtime or if you believe you have another potential employment law claim, please contact Magnanimo Dean Law, APC, for a free consultation with an attorney.
Employment Discrimination
Magnanimo Dean Law, APC represents employees who have suffered employment discrimination, harassment and other injustices in the workplace, including...
Employment Contract
Employment contract disputes Visit our employment law overview page for more information about our legal services, or contact our law offices in the San Fernando Valley – Woodland Hills, California. You will find our firm to be skilled, compassionate and dedicated.
Employment Litigation
Lauren A. Dean, a founding partner of Magnanimo Dean Law, APC, is an experienced attorney who has successfully litigated numerous employment cases, obtaining favorable results for her clients. Ms. Dean handles employment disputes involving claims for retaliation, wrongful termination, sexual harassment, employment discrimination, harassment and hostile work environment based on race, gender, sex, pregnancy, sexual orientation, mental and physical disability, age and religion, breach of contract, wage and hour violations, whistleblowing, violation of the Family Medical Leave Act, California Family Rights Act claims, and/or Pregnancy Disability Leave Act, violation of the right to privacy, defamation and fraud.
Severance Agreement
Sexual Harassment
“Hostile environment” sexual harassment exists when unwelcome sexual advances, requests for sexual favors, or other gender-related verbal or physical conduct occurs; where such conduct has the purpose or effect of interfering with work performance or creating an intimidating hostile or offensive working environment. An employee can show he or she is working in a hostile work environment when the unlawful conduct is severe or pervasive and interferes with the employee’s ability to do his or her job.

Personal Injury
Disability Discrimination
A temporary corporate benefits staffer mistakenly thinks an employee has transitioned from short term disability (STD) to long term disability (LTD) and is unable to work with or without an accommodation. She fires him. The terminated employee tries to correct the misunderstandings, but for months the corporation ignores his entreaties. Does this constitute direct evidence of disability discrimination under the Fair Employment and Housing Act (FEHA) (Government Code § 12900 et seq.)? For the reasons described below, we decide it does, and therefore reverse the portion of the trial court’s order granting the corporation’s motion for summary adjudication of the employee’s disability discrimination cause of action. We also reverse the portions of the order granting summary adjudication of the employee’s retaliation, failure to prevent discrimination, and wrongful termination causes of action. We publish to clarify that even a legitimate company policy, if mistakenly applied, may engender FEHA disability discrimination liability.

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