People we serve

Legal Aid at Work ensures justice and dignity for low-income people in many ways.

Wage theft includes not being paid the minimum wage for all hours worked, not receiving overtime pay, and not being reimbursed for work-related expenses.

We empower workers in low-wage industries to attain economic security for themselves and their families by enforcing wage protections through litigation, administrative representation, and other advocacy. We offer free advice and assistance in filing a wage claim with the California Labor Commissioner.

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We advance the civil rights of people with disabilities in employment, education, and public services through brief services, information, individual litigation, and class actions. 

Our Workers’ Rights Disability Law Clinic and Disability Rights Helpline provide free, confidential legal advice and referrals for workers and job seekers with disabilities. We protect the civil rights of people with all types of disabilities by educating employers and promoting equality and reasonable accommodation in the workplace. And we ensure that people with disabilities in California have equal access to public facilities and to educational opportunities at public schools.

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We protect the rights of survivors of domestic violence, sexual assault, and stalking to keep their jobs, take time off, and obtain accommodations while seeking safety or medical or legal help. We represent low-wage workers, provide community education, and advocate for policy change to expand survivors’ workplace rights.

We provide free confidential legal advice through our Survive Helpline.

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We spur schools and park and recreation departments to treat girls equally on and off the field, through litigation, technical assistance, training, and legislative advocacy. Focusing particularly on girls of color and girls who live in low-income communities, this work promotes the health, educational achievement, and future employment opportunities of girls.

Girls who play sports have higher self-esteem and greater physical fitness; they make healthier decisions about drugs, alcohol, and relationships; and they earn higher wages as adults in the workplace.

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We seek to end sex-based discrimination by advancing the rights of low-wage women and families, lesbian, gay, bisexual, and transgender (LGBT) individuals, military families and veterans, survivors of harassment as well as domestic and sexual violence, and other under-represented workers and students. 

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To promote the health of new parents and their children by improving working conditions and perinatal healthcare practices.

Coalition of government agencies, non-profit organizations, community groups, and employers collaborating to improve the working conditions, equity, and health of pregnant women and new parents through public education, public policy development, and an award program that recognizes employers (just in San Francisco for now) for “excellence in health and gender equity.”  This work has helped lead employers to improve policies covering tens of thousands of employees.  Legal Aid at Work is honored to serve as the backbone organization and provide technical assistance to this coalition.

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Our National Origin Program protects the employment rights of undocumented workers and those who face discrimination because of their ethnicity or the country they come from — or because of linguistic, religious, or other characteristics that are tied to their national origin. We litigate and engage in policy work and community education.

We also combat discrimination against non-native English speakers. Our Language Rights Project challenges unlawful English-only rules, English proficiency requirements, and accent discrimination in the workplace. We provide free information and advice. And we advocate for government agencies to provide greater language access.

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We seek racial justice and expanded employment opportunities for people of color through the enforcement of civil rights laws. Our program provides legal assistance to individuals and groups of employees who encounter barriers to employment, problems at work, or discriminatory hiring or employment practices because of their race.

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We provide legal advice and representation before the California Unemployment Insurance Appeals Board to people facing denials of unemployment benefits, allegations of false statements, overpayments by the Employment Development Department, and other challenges.

We ensure that our clients’ voices are heard at administrative agencies, in courts, and in the legislature, and we help shape unemployment insurance law.

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WHEN: 11 a.m. Pacific (2 p.m. EST), WEDNESDAY, 5/24

HASHTAGS: #VeteransAtWork #MemorialDay #WorkersRights #SheWhoBorneTheBattle

CO-HOSTS: Legal Aid at Work, Swords to Plowshares, Protect Our Defenders, Vietnam Veterans of America

TOPIC:  In honor of Memorial Day, Legal Aid at Work and co-hosts will discuss and answer questions about challenges veterans face in the job market. We will cover pre-employment, hiring, the workplace, and leaving a job or being terminated. We’ll highlight concerns, possible solutions, and information on the extra protections that state and federal laws provide for veterans.

Q&A FORMAT:  Legal Aid at Work will tweet out numbered questions (labeled Q1, Q2, Q3, etc.) on job search and hiring, workplace challenges, and termination.

We ask participants to number their answers and other comments to correspond with the question they relate to. For example, a response to Q2 would start “A2.”

But this is supposed to be easy, as well as informative. If you’d rather just tweet on the topic of veterans’ employment rights, that’s fine! Just remember to use the hashtag #VeteransAtWork so that all contributions to the chat are easily searchable.


Q1: If you’re a woman who served in the military but don’t identify with the term “veteran” – is this chat for you too? #MemorialDay #VeteransAtWork

A1: Yes, all who served are welcome to share info during this Twitter chat. #SheWhoBorneTheBattle #VeteransAtWork #MemorialDay

Q2: What specific challenges confront job-seeking veterans? What’s unusual about their job search? #VeteransAtWork #SheWhoBorneTheBattle

A2: Veterans can find it hard to translate a military skill set for civilians doing the hiring #VeteransAtWork

A2: It’s often challenging for veterans to communicate their skills in a resume. Here’s a helpful article: #VeteransAtWork

A2: Biggest challenges for veterans: 38% say transition to civilian life; 24% say finding a job #VeteransAtWork #MemorialDay

A2: Veterans confront negative bias by employers. 40% say private companies don’t value military experience #VeteransAtWork

A2: A military-civilian gap is growing as fewer people serve or know anyone who served. #VeteransAtWork #MemorialDay

A2: Nearly all vets says they have the skills needed for their ideal job, but majority worry about the transition #VeteransAtWork #MemorialDay

A2: 1 in 3 veterans say they didn’t get support or training for transition to civilian workforce. #VeteransAtWork #MemorialDay

A2: Veterans need more support from employers in navigating barriers, transition to civilian work #VeteransAtWork #MemorialDay

A2: 8 in 10 veterans feel it’s “very important” for employers to be flexible abt sick leave #VeteransAtWork

A2: 2 in 3 veterans say they face a health barrier that complicates job search #VeteransAtWork #MemorialDay

Q3: Discrimination against veterans based on their service is illegal but common; how should you handle it? #VeteransAtWork #MemorialDay

A3: Calif & US laws bar harassment/discrimination based on military svc #VeteransAtWork #MemorialDay Our Fact Sheet:

A3: It’s against the law to discriminate against anyone for being a veteran: #VeteransAtWork #MemorialDay

A3: Civilians who have connections to veterans are more likely to understand veterans & help their job search #VeteransAtWork

Q4: What workplace rights do veterans have, and how can they exercise them? #VeteransAtWork #MemorialDay

A4: Veterans with disabilities have the right to reasonable workplace accommodations: #VeteransAtWork

A4: Veterans have the same rights as all CA workers in cases of harassment or disability: #VeteransAtWork

A4: FMLA provides for veterans, families’ rights to time off for bonding, emergencies, care #VeteransAtWork #MemorialDay

Q5: Do families of service members have additional rights to take leave without losing their own jobs? #VeteransAtWork #MemorialDay

A5: Family of service members may be entitled to job-protected time off for urgent situations: #VeteransAtWork

A5: Family of ill or injured service members may be entitled to job-protected caregiving leave: #VeteransAtWork #MemorialDay

A5: FMLA gives family the right to take leave for service member’s care or other “qualifying exigency” #MemorialDay #VeteransAtWork

Q6: What are current issues surrounding discharges? #MemorialDay #VeteransAtWork

A6: Many military sexual trauma survivors still have “bad paper” from being discharged after disclosing sexual assault #SheWhoBorneTheBattle #VeteransAtWork #MemorialDay

A6: Thousands of LGBT veterans still have “bad paper,” discharges weren’t upgraded #DADT #MemorialDay #VeteransAtWork

A6: Read more about the impacts of bad paper discharges here: #VeteransAtWork

Q7: How could veterans’ benefits change during the present administration? #MemorialDay #VeteransAtWork

A7: House healthcare bill calls PTSD a “preexisting condition:” #VeteransAtWork #MemorialDay

A7: Caregiver program for veterans is being cut: #VeteransAtWork

A7: The White House’s proposed budget cuts veteran retirement benefits but creates health care vouchers: #VeteransAtWork #MemorialDay

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We protect the rights of pregnant women, new parents, and caregivers to time off work, paid leave, and workplace accommodations. We provide free confidential advice through our Work and Family Helpline, represent low-wage workers, engage in community education, and advocate for policy changes to expand work and family rights.

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