California Racial Discrimination Attorney

Representing California Employees Under FEHA & the CROWN Act

Racial discrimination in California workplaces is prohibited at every stage of employment, from hiring to termination, yet it continues to affect employees across industries and job levels. Polaris Law Group represents California employees who have faced race-based discrimination, harassment, or retaliation at work. Attorney Bill Marder brings more than 25 years of employment law experience and a thorough command of both state and federal protections to each case he takes on.

What California Law Prohibits

The Fair Employment and Housing Act (FEHA) is California’s primary workplace anti-discrimination law. It prohibits employment discrimination based on race, color, ancestry, and national origin, and it applies to employers with five or more employees. That threshold is lower than the fifteen-employee minimum under federal Title VII of the Civil Rights Act of 1964, which means more California workers have access to state-law protections.

Racial discrimination can surface at any point in the employment relationship. Unequal treatment in hiring, pay, promotions, job assignments, discipline, and termination can all form the basis of a FEHA claim when race is a motivating factor.

California’s CROWN Act & Natural Hair Protections

California was the first state in the country to extend race discrimination protections to natural hair. Senate Bill 188, known as the CROWN Act, took effect on January 1, 2020, and amended FEHA’s definition of race to include traits associated with race, specifically natural hair texture and protective hairstyles. Assembly Bill 1815, effective September 26, 2024, broadened this protection further by removing language that had limited it to traits “historically” associated with race. Braids, locs, and twists are named in the statute, though the list isn’t limited to those styles.

A grooming or dress-code policy that prohibits or penalizes protective hairstyles can constitute racial discrimination under California law. The California Civil Rights Department (CRD) enforces these protections, and employees disciplined or passed over for opportunities because of their natural hair may have a FEHA claim under the CROWN Act.

Recognizing Racial Discrimination & Harassment at Work

Racial discrimination isn’t always overt. It can appear as a pattern of unequal treatment: passed-over promotions, lower pay than coworkers of a different race doing the same work, or harsher discipline applied selectively. Racial harassment, which can include slurs, derogatory remarks, or the display of racially offensive symbols, is also prohibited under FEHA when it rises to the level of a hostile work environment.

A hostile work environment claim generally requires showing that the conduct was severe or pervasive enough to alter the conditions of employment. A single off-color remark typically won’t meet that standard, but a pattern of offensive conduct or a single severe incident can. Disparate treatment, meaning being treated worse than similarly situated coworkers because of race, is another recognized form of employment discrimination under both state and federal law.

Filing Deadlines for California Racial Discrimination Claims

These deadlines can determine whether a claim moves forward at all. Consulting with a racial discrimination lawyer in California promptly after an incident isn’t just advisable; it’s often critical to preserving the right to sue.

Key deadlines to know:

• Under FEHA, employees generally have three years from the last discriminatory act to submit an intake form to the CRD.
• Before filing a lawsuit under FEHA, an employee must first obtain a right-to-sue notice from the CRD. Once that notice is issued, there is a one-year window to file suit in state court.
• For employees also pursuing a federal claim under Title VII, a charge must be filed with the Equal Employment Opportunity Commission (EEOC) within 300 days of the discriminatory act when the claim is cross-filed with the CRD.

Remedies Available Under FEHA

Employees who prove racial discrimination under FEHA may be entitled to a range of remedies, including:

• Back pay for lost wages and compensation for lost future earnings
• Damages for emotional distress caused by the discrimination
• Punitive damages in cases involving particularly egregious or intentional conduct
• Reinstatement to a former position
• Changes to employer policies
• Recovery of attorney’s fees

Why Employees Across California Work with Polaris Law Group

Attorney Bill Marder has handled employment law matters at both the state and federal level for more than 25 years. Polaris Law Group focuses exclusively on employment law, directing its resources toward employees rather than employers. That focus also means Attorney Marder is familiar with the procedural and substantive nuances that distinguish complex discrimination cases from straightforward ones.

The firm takes on cases other attorneys decline, including those involving complicated fact patterns or well-resourced employers. Rather than scheduling multiple preliminary meetings before taking action, Attorney Marder often files a lawsuit within a few days of the initial consultation. For employees who have already waited while their situation worsened, that efficiency matters.

Start with a Free Consultation

Polaris Law Group handles employment law cases on a contingency-fee basis, meaning there are no legal fees unless Attorney Marder recovers money for the case. The initial consultation is free, so cost isn’t a barrier to understanding your options.