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“Class Counsel displayed skills beyond those that might be expected of attorneys of comparable expertise or experience.”

- Honorable Jeffrey Hamilton, Jr.


“The stipulated class has been adequately represented by competent class counsel from the law firm of Blumenthal, Nordrehaug & Bhowmik.”

- Honorable Nancy W. Stock


“Class counsel has extensive experience in class action matters.”

- Honorable Irma E. Gonzalez


“If You Feel You’re Being Cheated By You’re Current Or Former  Employer This Is Law Firm For You. I Submitted An Email Too There Website  And Within A Few Short Hours I Got A Response… Its Nice To Know In Theses Troubling Times There’s A Law Firm Like Blumenthal Nordrehaug & Bhowmik That Will Stick Up For The Rights Of The Blue Collar Worker. Thanks Again ”


- David LaRue


“My experience dealing with Blumenthal, Nordrehaug & Bhowmik was fantastic. They understood the nature of my complaint, they had experience in dealing with similar cases and were extremely helpful and quick to respond throughout the process. I would not have wanted to go through this without having someone like AJ Bhowmik on my side.”


- Former Client DWalsh


“When I first emailed Blumenthal, Nordrehaug and Bhowmik, I did not expect a response that same day… They have been extremely responsive to my complaint and is moving forward in a timely manner.”


- Former Client MartinH


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Labor Law in Place to Help Employees Beat the Heat

A newly amended California labor code provision turns up the heat on employers in order to protect employees from the heat. Amendments allow private enforcement of laws regarding heat-illness prevention. Previously, they were imposed only by the California Occupational Safety and Health Administration (OSHA) with limited resources.

With the new provision, California employers must be even more fastidious about guarding their employees from the sun’s heat. To do so they must provide employees with cool down periods or they might end up facing litigation en masse. Any employer who has an outdoor space at their place of employment will find it vital to have a heat-illness prevention program set in motion so that employees are both allowed and encouraged to rest out of the heat for at least 5 minutes whenever they feel in danger of overheating. 

Employers may feel put out by the rules. They are required to provide shade for employees who work in the sun (especially during sunny days). This can sometimes be difficult. Necessary cool-down periods any particular employee might need are unknown and cannot be scheduled ahead of time. So employers may find regulating employee behavior to ensure they are meeting the standards for heat-illness prevention difficult. It is recommended that California employers review the policies they have in place and that they offer renewed training for managers who will be responsible for compliance and the maintenance of their compliance records.

If you have questions regarding the regulations your California employer may be required to adhere to, contact Blumenthal, Nordrehaug & Bhowmik, your southern California employment law experts


California Law Prohibits Religious Discrimination in the Workplace

After hearing the many stories from California employees, some are starting to wonder if California’s laws that prohibit religious discrimination in the workplace are enough to get the job done. One example of blatant religious discrimination follows.

A young Muslim woman went through the application process at a beauty supply store. During her interview she did not wear her hijab. After she was hired, she started her first day of work with the traditional hijab, a headscarf covering her hair, in place. She was told by her direct supervisor (in front of her coworkers and customers in the store) to take the hijab off or to go home.

She explained her religious beliefs and that the hijab held significant religious importance to the manager. The hijab is worn as an expression of devotion to God. It’s also a symbol of modesty and privacy. It’s not unique to Islam. After her thorough and careful explanation, she was sent home for not removing the hijab. She is allowed to keep her job, but her hours are cut back and she is asked to work in the back of the store. 

This is just one of many examples of religious discrimination in the workplace. Muslims face a number of difficult situations such as this, most of which are listed in the Council on American-Islamic Relations’ (CAIR) newest report regarding the civil rights of Muslims in California. The California offices of CAIR received 933 complaints in the last year. The Los Angeles branch received 444 complaints (the highest of any of the CAIR California offices).  

A 2012 California law prohibits religious discrimination in the workplace, but in spite of the intention of the law to provide protection, many are still reporting hostile work environments, alleged harassment, retaliation for political/religious beliefs, wrongful termination, etc.

Under California’s Workplace Religious Freedom Act, employees must provide employees with reasonable accommodations to suit religious beliefs and associated observances. The only exception is if doing so would cause “undue hardship.” To discuss the specifics of what constitutes an “undue hardship,” the meaning of “religious observance” and “religious belief” according to California law, etc. contact the employment law experts of southern California at Blumenthal, Nordrehaug & Bhowmik. We can assist you in determining what rights you have and how you can protect yourself from hostile work environments