Law Offices of Joseph L. Alioto & Angela Alioto

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Law Offices of Joseph L. Alioto & Angela Alioto Contact our office to discuss your employment law or discrimination law case.

The Angela Alioto Law Group is distinguished by its expertise and national recognition in Civil Rights and Employment Law. We successfully represent individuals in the areas of work-place discrimination based on race, age, disability, gender, religion and s*xual orientation, as well as harassment, wage/hour, retaliatory discharge, and wrongful termination. We also represent individuals in personal injury, elder abuse, industrial accidents and toxic exposure.

California law prohibits workplace harassment based on protected characteristics, including race, color, ancestry, and n...
10/10/2026

California law prohibits workplace harassment based on protected characteristics, including race, color, ancestry, and national origin. Harassment can involve words, images, conduct, or other behavior. Whether particular conduct is unlawful depends on the full circumstances, including its nature, frequency, context, and effect on the workplace.



General information only; not legal advice and does not create an attorney-client relationship. Rights and outcomes depend on the facts and applicable law.

California's Fair Employment and Housing Act prohibits covered employers from discriminating because of protected charac...
10/07/2026

California's Fair Employment and Housing Act prohibits covered employers from discriminating because of protected characteristics. Those protections include, among others, race, color, ancestry, national origin, religion, age 40 and over, disability, s*x, gender, pregnancy, s*xual orientation, gender identity or expression, medical condition, and military or veteran status.



General information only; not legal advice and does not create an attorney-client relationship. Rights and outcomes depend on the facts and applicable law.

California broadly protects qualifying physical and mental disabilities. A worker with a qualifying mental health condit...
10/02/2026

California broadly protects qualifying physical and mental disabilities. A worker with a qualifying mental health condition may be entitled to reasonable accommodation, and an employer may have a duty to engage in the interactive process. Coverage and the appropriate accommodation depend on the individual facts, the job, and whether the accommodation would cause undue hardship.



General information only; not legal advice and does not create an attorney-client relationship. Rights and outcomes depend on the facts and applicable law.

California law generally requires employers with five or more employees to provide reasonable accommodation for a qualif...
09/30/2026

California law generally requires employers with five or more employees to provide reasonable accommodation for a qualifying physical or mental disability unless doing so would cause undue hardship. The employer and employee should engage in a timely, good-faith interactive process to identify possible accommodations. The right accommodation depends on the job and the individual circumstances.



General information only; not legal advice and does not create an attorney-client relationship. Rights and outcomes depend on the facts and applicable law.

A clear timeline can make it easier to evaluate what happened before and after a workplace complaint, leave request, acc...
09/25/2026

A clear timeline can make it easier to evaluate what happened before and after a workplace complaint, leave request, accommodation request, or other protected activity. Keep records you are lawfully entitled to keep, and write down important dates while they are fresh. Do not take confidential, proprietary, privileged, or other material you have no right to possess.



General information only; not legal advice and does not create an attorney-client relationship. Rights and outcomes depend on the facts and applicable law.

California law protects workers from retaliation for certain protected activity, including speaking out against conduct ...
09/23/2026

California law protects workers from retaliation for certain protected activity, including speaking out against conduct they reasonably believe is unlawful discrimination or harassment. Retaliation can involve firing, discipline, lost opportunities, schedule changes, or other work-related harm. Whether conduct is unlawful depends on the facts and the connection to the protected activity.



General information only; not legal advice and does not create an attorney-client relationship. Rights and outcomes depend on the facts and applicable law.

"If you're offered severance after any kind of termination, slow down before you sign:1) Do you understand exactly which...
09/18/2026

"If you're offered severance after any kind of termination, slow down before you sign:

1) Do you understand exactly which legal claims you're giving up?
2) Does the non-disparagement clause try to block you from reporting unlawful conduct? (It legally can't.)
3) Were you given real time to have it reviewed — federal law generally requires at least 21 days for certain releases?
4) Is it in addition to wages/PTO you already earned, or instead of them?

Once you sign a release, you typically can't go back. Have it reviewed first."



This is general information, not legal advice

"Your employer generally has a legal duty to engage in good faith with you about a reasonable accommodation for a disabi...
09/16/2026

"Your employer generally has a legal duty to engage in good faith with you about a reasonable accommodation for a disability or serious health condition — not just deny it and move on.

Warning signs: you're labeled a “liability” after disclosing a health condition, your accommodation request goes nowhere, or you're let go shortly after asking for one.

One of our clients was retaliated against while she was fighting cancer and needed medical leave — the jury didn't just side with her, they sent a message with an eight-figure verdict."




This is general information, not legal advice

"2026 has brought another wave of Big Tech layoffs. A real reduction-in-force affects a broad group for documented busin...
09/11/2026

"2026 has brought another wave of Big Tech layoffs. A real reduction-in-force affects a broad group for documented business reasons. But recent lawsuits show what it looks like when age discrimination hides inside a “layoff”: one recent suit against a major tech company alleges workers over 50 were 2.5x more likely to be cut than those under 40. HP paid $18 million and Google paid $11 million to settle similar claims in years past.

If your team's layoff skewed heavily toward one age group, that pattern is worth a second look — not just an HR footnote."



This is general information, not legal advice

Religious discrimination at work can look like: comments or assumptions tied to your faith, refusal to reasonably accomm...
09/04/2026

Religious discrimination at work can look like: comments or assumptions tied to your faith, refusal to reasonably accommodate a religious practice or holiday, or discipline that started right after your religion became known to a manager.

In one of our cases, a security guard was called a slur tied to his faith by his own supervisor — a San Francisco jury called it exactly what it was and returned a verdict for our client.

Faith-based bias has no place in any workplace, and the law backs that up.



This is general information, not legal advice

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700 Montgomery Street
San Francisco, CA
94111

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Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

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