army judge
Super Moderator
My friend, I'm begging you, as one that litigated a case similar to yours, (in a state not as friendly to employees as yours, at a time when these cases were very hard to litigate), see at least three lawyers in your vicinity.
After you've had those consultations, you'll know what is and isn't relevant before the federal bar, a California court, or a California administrative body.
There's no way you could reveal enough detail in public for me to say definitively.
In a private consultation, you will be able to do that and more.
A trail of bread crumbs is always left in cases like yours.
One crumb often left intact is the title an employee held before the "changes" were made.
That title is far more significant to a federal judge or federal jury than I once imagined.
We had many such crumbs, like my dad being evicted from his office because he wouldn't resign.
His reward was to have his desk placed in a hallway outside of his office.
That ploy failed, so they had his desk removed, leaving him with a chair.
My dad, stubborn old cuss, simply purchased himself a desk and more comfortable chair; and made himself a very nice office in the hallway (even bought himself a potted palm tree, LOL).
We found many more crumbs, and who knows, there could be many more crumbs left behind in your case.
When you find a lawyer, I'd even be willing to share with him or her our trial and appellate strategies.
The employer appealed, which delayed dad's eventual full reinstatement, award of back pay, promotions, and we eventually settled for seven figure buyout on his behalf.
You seem like the type of employee that has nothing but glowing reviews and comments in his personnel file.
Your diligence and professionalism, even in the face of possible abuse and discrimination reaps dividends, too.
After you've had those consultations, you'll know what is and isn't relevant before the federal bar, a California court, or a California administrative body.
There's no way you could reveal enough detail in public for me to say definitively.
In a private consultation, you will be able to do that and more.
A trail of bread crumbs is always left in cases like yours.
One crumb often left intact is the title an employee held before the "changes" were made.
That title is far more significant to a federal judge or federal jury than I once imagined.
We had many such crumbs, like my dad being evicted from his office because he wouldn't resign.
His reward was to have his desk placed in a hallway outside of his office.
That ploy failed, so they had his desk removed, leaving him with a chair.
My dad, stubborn old cuss, simply purchased himself a desk and more comfortable chair; and made himself a very nice office in the hallway (even bought himself a potted palm tree, LOL).
We found many more crumbs, and who knows, there could be many more crumbs left behind in your case.
When you find a lawyer, I'd even be willing to share with him or her our trial and appellate strategies.
The employer appealed, which delayed dad's eventual full reinstatement, award of back pay, promotions, and we eventually settled for seven figure buyout on his behalf.
You seem like the type of employee that has nothing but glowing reviews and comments in his personnel file.
Your diligence and professionalism, even in the face of possible abuse and discrimination reaps dividends, too.
