The Law Offices of Traci M. Hinden is a boutique law firm. It represents Plaintiffs only. That means any and all workers who have had their Civil Rights violated by their employer and victims of personal injury claims. We will fight to protect you!
The firm specializes in representing plaintiffs in employment civil rights matters, including cases involving discrimination, harassment, retaliation, failure to accommodate, reproductive health decision making and wage theft claims. They provide legal counsel to individuals who have faced issues based on race, color, ancestry, religion, gender, sexual orientation, ethnicity, marital status, veteran status, national origin, age, medical condition, or perceived membership in these groups.
Additionally, they handle claims related to failure to accommodate, failure to engage in the interactive process, denial of medical leave, pregnancy leave, and denial of reasonable accommodations. Wage theft claims, including failure to provide rest/meal breaks, pay overtime, reimburse for tool expenses, and improper tip sharing, are also addressed by the firm.
The Firm provides representation of Plaintiffs in Personal injury cases. The types of cases the Firm handles includes: Motor vehicle, slip & fall cases and premises liability.
Ms. Hinden is a certified mediator and mediates all kinds of cases for the last couple of years. She is available to handle all types of disputes. Please inquire with us for rates and specifics.
The firm offers a free intake and represents clients for matters based in California only, and on both an hourly and contingent basis. The Law Offices Of Traci M. Hinden is devoted to keeping its clients happy and responds promptly to its clients’ concerns. If you are concerned about an incident at work, a response you have received from your supervisor or higher management, or are being asked to resign, contact the Law Offices of Traci M. Hinden today to safeguard your rights.
I don't know where I would be without Traci. I found her when my life was falling apart after an emotional, traumatic, and complicated wrongful termination. She is an absolute bulldog who will fight tooth and nail for her clients. Not only did she tirelessly dedicate herself to my case, she also cared for me on a personal level while still maintaining the utmost professionalism. She was patient with me, made sure I was always well-informed & prepared, and refused to back down from anyone. I almost felt sorry for the opposing council that went up against Traci in my case; she is such a sharp , aggressive attorney who consistently demonstrated her thorough knowledge of the law. She not only won my case bigtime, she also helped me get my confidence & power back in a what felt like a hopeless situation. I will forever be indebted to Traci and will surely recommend her to anyone who may find themselves in need of representation. Read more... Show less...
I don't know where I would be without Traci. I found her when my life was falling apart after an emotional, traumatic, and complicated wrongful termination. She is an absolute bulldog who will fight tooth and nail for her clients. Not only did she tirelessly dedicate herself to my case, she also cared for me on a personal level while still maintaining the utmost professionalism. She was patient with me, made sure I was always well-informed & prepared, and refused to back down from anyone. I almost felt sorry for the opposing council that went up against Traci in my case; she is such a shar p, aggressive attorney who consistently demonstrated her thorough knowledge of the law. She not only won my case bigtime, she also helped me get my confidence & power back in a what felt like a hopeless situation. I will forever be indebted to Traci and will surely recommend her to anyone who may find themselves in need of representation. Read more... Show less...
Are you looking for a lawyer who will be honest, direct and has your back? Look no further, call Traci Hinden's office now! Traci is honest, professional and always willing to fight for you. She is fair and will guide you every step of the way thru the legal process. I am grateful to have had her in my corner and will continue to reach out to her for further services. No doubt, you are in good hands with Traci!
Traci is one of the most intelligent and aggressive employment lawyers I've met. She truly cares for her clients, including well after the case is over. I refer friends and family to her firm with complete confidence that they are in the best hands. I highly recommend this firm.
I am so glad I found Traci! I was referred to her by another attorney and she helped me write communications between me and my former employer. I had gone out on short term disability and my employer wanted me to return to work even though my doctor advised against it. I consulted with Traci and she helped me plan out a strategy with dealing with my employer and help me get the result I was looking for. Traci was kind, understanding, patient, and professional. She totally understood my situation and was able to help me through the process without a lot of back and forth. If you are looking for an attorney to help you deal with an employer over a disability, then Traci is the person! Read more... Show less...
Traci is a dynamo! She is so caring and hard working for her clients. Plus, she is super smart, and knows the law inside and out. I felt not only that I had a tremendously talented lawyer on my side...but I had an ally. She listened and really heard me. Plus, she is so funny...she kept me laughing in the darkest of times. I appreciate her and her assistant Michelle McClough who worked tirelessly for me and my case. She helped me through one of the most challenging times of my life, and I will be forever grateful to her team.
They intake my case and review it.Explain law knowledge and give me advise. Traci and her assistant very patient and always follow up the case. Quick reply message and on time phone call returns.
I met Traci after another attorney failed in their competency and advocacy. Unfortunately, my relationship with this other entity made my case more complex and less attractive to take on. Traci spent more than 2 hours with me. She asked clarifying questions, listened, empathized, and discussed strategies. I found her relentlessly kind, impressively intelligent, tactical and strategic, and able to speak eloquently and clearly regarding the law. Notably, her integrity and humanity guide her approach. While speaking with Traci, she heard me apologize multiple times. She compassionately explain ed that women often take on the role of apologizing when they haven't done anything wrong, and she was talking to me as an advocate. Women, members of the LGBTQ+ community, and non-binary community members, Traci is your person. If Spanish is your primary spoken language, Traci is three steps ahead and ready to assist. Start your journey with Traci. You will not find a better, more intelligent, or more compassionate human being. She is already your advocate. Read more... Show less...
I highly recommend Traci. Her assistant was busy and my case was on a time crunch, so she called me herself for the intake. She's very professional and knows what she's doing. I consulted with Traci about a potential case and she was very easy to talk to. She asked a lot of good questions and put me at ease during a very stressful time and experience with my employer. She was honest with me and I appreciated that.
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I went to Law School to help people and I really feel like I help everyone, from average Joe, to high exec, immigrants, the whole gamut. I feel that people really need a voice, and often times people who come to me are those who never would have had a voice. They never even thought about bringing a case and it feels good to advocate on their behalf.
We see discrimination in a few places. It could be a failure to hire case. It could be a failure to promote case, failure to transfer, failure to provide equal pay, and it can look like anything. It could be between a male and a female in gender discrimination. It could be between an African American person and a Chinese person. It could be between two different religions. And that’s what it’s about is comparing them and there’s two avenues there. It’s either direct discrimination, which means there’s been some names, there’s been some, you know, epitaph, something that has been slurred, or it’s an impact case, which is all of the Latinos in that company are not being promoted, or all of the Chinese people are given pay raises and no one else.
Well, I think you want to stop for a second and collect your thoughts and see, you know, what exactly is happening, maybe document it, because most people, you know, will take a stand back and say did that just happen, and then kind of let it go. It’s important to document it. If you write down the day and what happened, maybe anybody else who’s around, and then I think before you run off to HR I would absolutely call an attorney, because you want to find out is this a Worker’s Comp stress situation, or is this a true, hostile work under Employment Civil Rights.
So that’s what separates it from a possible stress case in Worker’s Comp versus an Employment Civil Rights case is in order to sue for harassment in employment law you only need to have one employee, versus five employees for discrimination under California’s act. But what makes the distinction is for a protected class, and a protected class includes those that are being harassed or discriminated based on their race, their religion, their age, their disability, their sex, which includes their gender, their gender identity, their pregnancy status, if they are trying to take leave to take care of themselves or another, veteran status, any others like that.
Sometimes people will write an e-mail. They’ll take notes. I’ve had clients, if they’re like in the service industry and they have a work schedule, when it was continuous harassment they would write down on their work schedule what was said, you know, maybe little bits and pieces of names they were called, people who were around, anything of that nature.
A reasonable accommodation could be restructuring of your job, restructuring of your physical situation; maybe you need an ergonomic, maybe you need a stool because you have a back injury and you can’t stand, maybe you need less hours, like part-time work, or maybe you need leave, which could be intermittent leave, or it can be leave for some time. And the other option is maybe you need another open position, because you can no longer perform your position.
So, if you’re not an exempt employee, which means you’re not salaried, you’re an hourly employee, if you work more than 8 hours in one day, more than 40 hours in one week, or 7 days a week, you are owed overtime. And on the seventh day every hour of that day would be time and a half. After 8 hours, up to 12 hours you would be owed time and a half. Anything after 12 hours in one day would be double time, and anything over 40 hours a week would also be time and a half.
The moment you feel you can’t do your job without a reasonable accommodation.
So this is very similar to the last issue of, you know, what can you wear, and again, if it’s not an undue burden on the employer they have to try and accommodate it. Sometimes it means taking off the entire day. Certain religions allow for prayer on Saturday. Some religions allow for prayer on Sunday. Employers, if they can, should not schedule you on those days. They should schedule around that. If it’s prayer within your workday, possibly there’s a way you can structure it such that you could do it during your break.
Well, the very first thing I would do is not say anything disparaging against your employer. Do not post anything on Facebook. Any of that stuff would come in if you later on wanted to bring a claim. I would file for unemployment, even if you quit. You are sometimes entitled to it. There are exceptions.
So, if you have a contract in place through your union about what your rights are, and anything that’s listed in there the union is not following, your action would be either the union to bring it on your behalf, or for you to file a claim against the union. The National Labor Relations Board would provide that for you if you wanted to bring a claim against the union.
Yes, unfortunately. Most people are surprised by this. There is a case called Ross v. Ragingwire. It is a United States’ Supreme Court Case that says even if your state, and in this the state in question was California, allows for you to have medical marijuana, if the employer does drug testing, it is still an illegal substance in the United States. And since we are United States and federal law preempts it, you can be lawfully terminated for that.
