Thyberg Law

Thyberg Law is committed to challenging discrimination in the workplace. Our firm empowers individuals to obtain the justice they deserve and strives to deliver diligent and comprehensive representation in employment law matters. By applying our extensive knowledge of state and federal labor and employment laws, Thyberg Law uses objective metrics to prove acts of discrimination. Whether you are facing workplace harassment, wrongful termination, wage and hour issues, disability discrimination, or are being discriminated against due to your gender, Mr. Thyberg can fight for you and protect your rights. Attorney Gregory Thyberg has 35 years of legal experience and focuses exclusively on employment law matters. ​At Thyberg Law, we provide personal, cost-effective, and solution-driven representation from your initial consultation until the resolution of your legal issue.

Harassment can take many forms, including threats, suggestive comments, or physical contact. Undoubtedly, over the course of our working lives, we will work with at least one person who makes petty slights or inappropriate comments. While these are annoying, they are not considered illegal. To be considered unlawful, the behavior must be a part of a pattern that creates a work environment that is intimidating, offensive, or hostile to reasonable people. Workplace harassment can happen in virtually any circumstance. The offender may be an immediate supervisor, or a supervisor or manager in another area. Sometimes a co-worker or a non-employee are the perpetrators. It should also be noted that workplace harassment victims are not limited to the person who is being directly harassed, but includes anyone negatively affected by the offensive behavior.

For an employee to be protected from disability discrimination under the FEHA, they have to be a member of a protected category. Employees who have a medical condition, physical disability, or mental disability are in a protected category. Employers are required to engage in an interactive process with disabled employees to assist the employee in selecting an appropriate reasonable accommodation for their disability. The employer has a duty to initiate the interactive process when the employer is aware of the employee’s disability. The employee also has an obligation to initiate the interactive process with their employer to find a reasonable accommodation for their disability. An employer cannot discriminate against a disabled employee. Discriminatory practices include refusing to hire an applicant or discharging an employee when the employer’s decision is motivated by the employee’s disability or medical condition.

Workers who have been wrongfully terminated should bear in mind that filing a wrongful termination suit needs to happen within a certain period of time, called the statute of limitations. Depending on your case type, you may need to make your claim within a year of termination. Workers who can prove that their termination was without cause and was in violation of specific discrimination laws are entitled to compensation including loss of wages and punitive damages. In some instances, an employee has signed a contract that outlines terms of employment and conditions for termination. If that employee is discharged in violation of that contract, or an “implied contract,” they may have rights to a wrongful termination claim. Union agreements that protect employees by contractual provisions that specify the conditions for termination would be examples. There is also an official union appeals process for employees who believe they were wrongfully terminated.

In short, a qui tam lawsuit is a type of whistleblower lawsuit where the whistleblower or relator is opposing false claims (fraudulent claims) made against the state and/or federal government. Qui tam lawsuits have many procedural curiosities and it is highly recommended that whistleblowers contacts a qui tam lawyer. ThybergLaw understands that employees often hesitate to confront employers, especially in troubled economic times. Our firm empowers individuals to oppose illegal conduct and government fraud. By applying our extensive knowledge of state and federal laws, ThybergLaw uses objective metrics to prove acts of illegal activity and government fraud.

Title VII of the Civil Rights Act of 1964 contains several acts detailing the protections in place for pregnant employees that prohibit discrimination based on current, past, or potential pregnancy, as well as associated medical conditions. The Pregnancy Discrimination Act of 1978 (PDA) and the Family and Medical Leave Act of 1993 (FMLA) further sets down rules about the rights of pregnant women. If an event relating to your pregnancy or the birth of your child causes a temporary disability, such as severe morning sickness or doctor-ordered bed rest, your employer is required to treat you the same way as any other employee with a temporary disability. Many employers will refuse to hire a woman who is pregnant or planning to become pregnant in the near future. The typical argument is that hiring a woman who will soon need maternity leave is a waste of money. However, this decision is illegal under the protections of Title VII.

Sexual harassment occurs when an employee is subjected to unwelcome sexual advances in the workplace or sexual conduct. In sexual harassment cases both genders can be harassed by someone of the same or opposite sex of them, regardless of the harasser's sexual orientation. There are two major categories of sexual harassment, quid pro quo and hostile work environment. Thyberg Law is located in Roseville and represents clients throughout California, including the cities of Roseville, Folsom, Sacramento, Lincoln, Auburn, El Dorado Hills, and the surrounding areas. Call Thyberg Law or contact us online to schedule an appointment with a sexual harassment lawyer.