Many people face serious challenges on physical, emotional, and financial levels after sustaining injuries in an accident. Likewise, employees often suffer significant harm when they lose their jobs or suffer from discrimination or harassment in the workplace. In these situations, California residents have important rights to assert, and the Knoll Law Group is ready to fight for them. We can advise you on whether you have a claim and pursue any compensation to which you are entitled, whether in a settlement or at trial. Our Los Angeles and Ventura County personal injury lawyers represent accident victims throughout Southern California and elsewhere in the state. We also assist employees in claims against employers statewide. Our attorneys are proud to have recovered tens of millions of dollars for our clients.
If you were injured through the fault of someone else, you may be able to recover damages by bringing a personal injury lawsuit. In most personal injury lawsuits, a victim will need to establish that it is more likely than not that the defendant caused the accident because they did not use reasonable care. The definition of reasonable care depends on the specific circumstances. Even if you were partly at fault for an accident, California has favorable rules for accident victims that still will allow you to recover some damages.
Car accidents can result in serious injuries that require significant medical care and rehabilitation. Drivers may breach the duty to use reasonable care by speeding, weaving, racing, driving aggressively, driving under the influence of drugs or alcohol, driving while distracted, or failing to obey traffic signals and signs. If you can show another driver’s negligence, it may be possible to recover damages from that driver. Sometimes multiple drivers or other parties combine to cause an accident. Our personal injury attorneys can help Ventura County and Los Angeles residents bring all the appropriate defendants into the litigation.Truck Accidents
Due to the weight and size of commercial trucks, truck accidents often result in devastating consequences. After a truck accident, it is important to consider all the contributing causes. While a negligent truck driver may be responsible for a truck accident, other parties that may share liability include the trucking company, a third-party loader, a mechanic, a truck manufacturer, and other drivers on the road. A trucking company can be held vicariously or directly liable for injuries arising out of a truck accident caused by its employee driver. For example, if a truck driver caused an accident while driving drunk, and the trucking company previously failed to conduct a background check that would have revealed the driver’s record of DUIs, the trucking company may be held accountable under a theory of negligent hiring.Bicycle Accidents
Bicycle accidents may result in catastrophic injuries or death. If you were injured in a bicycle accident, our Los Angeles and Ventura County personal injury attorneys may be able to recover damages in a personal injury lawsuit. As with other vehicle accident cases, you will need to establish the defendant’s negligence. If needed, we can bring expert witnesses into a case to testify about the cause of the accident and the scope of the injuries that a victim suffered. This can help the victim recover the full extent of their damages.Slip and Fall Accidents
Property owners and occupiers owe a duty to visitors to protect them from an unreasonable risk of harm on their property. To recover damages after a slip and fall, you will need to prove that the defendant owned or occupied the property, the defendant negligently used or maintained the property, you were injured because you slipped and fell on the property, and the defendant’s negligence was a substantial factor in causing your harm. A property owner can be held liable if it had actual or constructive notice of a danger on the property, yet it failed to issue warnings or repair the dangerous condition. Constructive notice may be established when a dangerous condition existed for so long that a property owner would have noticed it in the exercise of reasonable care. Our Los Angeles and Ventura County personal injury lawyers know how to gather and present the evidence needed to prove these claims.Employment Law
Employers are required to follow numerous federal and state laws and regulations regarding their employees. Among other things, employers must not discriminate against employees based on protected characteristics, must not permit harassment in the workplace, and must not retaliate against employees for exercising their legal rights. In some cases, an employment contract sets forth additional requirements for the employment relationship. Employers that fail to abide by applicable laws or provisions in an employment contract may be sued for damages.Employment Discrimination
Employment discrimination is forbidden under the California Fair Employment and Housing Act (FEHA). It is also forbidden under several federal laws, including Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). Discrimination occurs when an adverse employment action is taken because of a protected characteristic. In many instances, greater protection is provided under FEHA than federal law. Protected characteristics under FEHA include national origin, ancestry, color, race, religion, sex, sexual orientation, marital status, disability, medical condition, age if 40 or older, denial of pregnancy disability leave, and denial of family or medical leave.Sexual Harassment
Sexual harassment is prohibited under FEHA and Title VII. It consists of any unwelcome conduct related to an employee’s sex. Sexually harassing behaviors include slurs, jokes, derogatory remarks, unwanted touching, sexual advances, leering, rude gestures, sexually suggestive graphics, and suggestive messages. Sexual harassment is often divided into the categories of quid pro quo harassment and hostile work environment harassment. The former category can be perpetrated only by supervisors or managers, and it occurs when employment is conditioned on accepting sexual advances or providing sexual favors. The latter category occurs if harassment is so pervasive or so severe that it makes the work environment hostile, and it may be perpetrated by supervisors, managers, coworkers, customers, or clients.Wrongful Termination
In California, employment is “at will.” This means that your employer generally can terminate your employment for no reason or any reason. However, there are important exceptions. Your employer cannot terminate your employment in violation of an employment contract, the law, or public policy. Your employer may not terminate you in violation of FEHA. In other words, it cannot fire you because of your membership in a protected class, and if it does, you can bring a wrongful termination lawsuit. For example, you may be able to recover damages in a wrongful termination lawsuit if your employer terminates you because you are Hispanic.Retaliation
State and federal employment laws include provisions that prohibit retaliation against an employee for engaging in protected activities under these laws. Retaliation occurs when an employer takes an adverse action against an employee because they exercised their rights under the law. For example, if your employer demotes you for reporting sexual harassment in good faith to HR, this is likely actionable retaliation under FEHA and Title VII. You may be able to recover damages for retaliation even if the court eventually determines that there was no underlying discrimination or harassment, as long as you believed in good faith that it occurred.Consult a Knowledgeable Attorney in Southern California
Many people are financially and emotionally unprepared for serious injuries or workplace misconduct. If you need a personal injury lawyer in Ventura County or Los Angeles, or elsewhere in the state of California, you can consult the Knoll Law Group. We also represent employees across California in asserting their workplace rights. Call us at (800) 954-5459 or (818) 610-0955, or complete our online form.