Certainly this is the collection of Zoom In/Out sliders
that you have longed for. Grab it now!
MORE
Zoom In/Out
SKINS
2
Responsive
design
Available parameter
to disable responsive behaviour
For each image
You can define optional external link
What are you waiting for?
Click on image!
Fully Responsive
slider
many optional parameters
for each image
Ultra-Smooth Zoom In/Out Effect
Customizable with many parameters
Animated text from any direction
top, bottom, left and right
Any color, CSS and HTML formated
Certainly this is the collection of Zoom In/Out sliders
that you have longed for. Grab it now!
MORE
Zoom In/Out
SKINS
2
Responsive
design
Available parameter
to disable responsive behaviour
For each image
You can define optional external link
What are you waiting for?
Click on image!
Fully Responsive
slider
many optional parameters
for each image
Ultra-Smooth Zoom In/Out Effect
Customizable with many parameters
Animated text from any direction
top, bottom, left and right
Any color, CSS and HTML formated

Wrongful Termination and Discrimination

Aparicio-Mercado Law, L.C. helps clients prosecute discrimination and wrongful termination cases. We proudly serve our clients under the legacy of equal rights established in the U.S. during the civil rights movement. In 1959 California led the nation towards equal rights by enacting the Fair Employment Practices Act (“FEPA”). FEPA protected workers against discrimination based on race, religious creed, color, national origin and ancestry. Not long thereafter, Title VII of the Civil Rights Act of 1964 was signed into law by Lyndon B. Johnson giving equal protections to workers nationwide.

As the law developed under these new civil rights protections, the major test for employment discrimination was established by the Supreme Court of the United States in McDonnell Douglas Corp. v. Green 411 U.S. 792 (1973). This standard states that in a private, non-class action complaint under Title VII charging racial employment discrimination, the complainant has the burden of establishing a prima facie case, which he can satisfy by showing that (i) he belongs to a racial minority; (ii) he applied and was qualified for a job the employer was trying to fill; (iii) though qualified, he was rejected; and (iv) thereafter the employer continued to seek applicants with complainant's qualifications. (McDonnell Douglas Corp. v. Green 411 U.S. 792, 802 (1973)).

In 1980 California combined the Rumford Fair Housing Act and FEPA to create the current Fair Employment and Housing Act (“FEHA”). FEHA Currently protects workers against discrimination and wrongful termination based on race, national origin, religion, sex, gender, gender preference, sexual orientation, medical condition, disability, marital status, veteran's status, FMLA, pregnancy, or reporting of illegal activity.

If someone fires you because you belong to a protected category that could mean that you have a wrongful termination case. Wrongful termination bases include race, national origin, religion, sex, gender, gender preference, sexual orientation, medical condition, disability, marital status, veteran's status, FMLA, pregnancy, or reporting of illegal activity.

We would be more than happy to help you handle your discrimination or wrongful termination case on any of the above protected bases. Please contact us to receive a free case evaluation and determine if you should file for protection against discrimination.(818) 260-9904 . We also assist in retaliation cases. Please see our page on retaliation.

(The above is only meant for informative purposes and is not legal advice).

Our core values are Integrity and Client Loyalty.We will fight for your Employment Rights.