Under FEHA, discrimination occurs when an employer treats an employee or job applicant unfavorably because of their membership in a protected category. For example, if an employer refuses to hire a qualified candidate because of their race or gender, that would be considered discrimination under FEHA. Similarly, if an employer denies a promotion or pay raise to an employee because of their age or disability, that would also be considered discrimination.FEHA covers a wide range of discriminatory conduct, including not only intentional discrimination but also practices that have a disparate impact on certain protected groups. For example, an employer policy that disproportionately affects older workers may be considered discriminatory under FEHA, even if the policy was not intended to be discriminatory. In addition to prohibiting discrimination, FEHA also requires employers to take steps to prevent discrimination in the workplace. This includes providing anti-discrimination training to employees, developing anti-discrimination policies, and responding promptly and appropriately to any complaints of discrimination. If an employee believes that they have been subjected to discrimination in violation of FEHA, they may file a complaint with the California Department of Fair Employment and Housing (DFEH) or file a lawsuit in court. The employee may seek a range of remedies, including back pay, reinstatement, and damages for emotional distress and other harm caused by the discrimination. It is important to note that FEHA is a powerful tool for protecting the rights of employees in California, but it can be a complex area of law. If you believe that you have been the victim of discrimination in the workplace, it is important to consult with an experienced employment law attorney at Yamin Law who can help you understand your legal rights and options.