Racial Discrimination

Racial Discrimination Attorney in Pasadena

Employer-Side Defense. Direct Attorney Access. Fast Response.

When a racial discrimination charge lands on your desk, the response window is short and the stakes are real. Hackler Flynn & Associates represents businesses and employers in Pasadena and throughout the greater Los Angeles area, defending against racial discrimination claims at every stage, from the initial agency charge through litigation. We represent only employers. We don’t take employee-side cases, which means our focus is entirely on protecting your business.

Our firm was founded in 2014 by Cynthia Hackler Flynn, who serves as managing partner. Our team brings 75-plus years of collective legal experience to employment law defense, and we handle matters for businesses ranging from early-stage startups to multigenerational family companies to large corporations.

If your business has received a CRD or EEOC charge, or if you’re facing a racial discrimination lawsuit in the Pasadena area, contact us today at (323) 991-7506 to discuss your situation.

Why Pasadena Employers Come to Us When a Charge Arrives

We operate as outsourced in-house counsel. That model matters when a racial discrimination charge arrives with a response deadline: our boutique structure lets us clear conflicts, receive documents, and get to work within hours, not the days a larger firm typically requires. You get direct access to an experienced attorney on your matter. Cases aren’t handed off to junior staff.

Our firm is a certified Woman Business Enterprise (WBE) and Women-Owned Small Business (WOSB), which provides an additional advantage for clients whose procurement requirements favor diverse suppliers. We accommodate busy schedules through in-person meetings, virtual meetings, or conference calls, whichever fits your situation.

Types of Racial Discrimination Claims Employers Face

Racial discrimination claims can arise from nearly any stage of the employment relationship. Understanding the categories helps you recognize what you’re dealing with before a charge escalates.

Hiring, Promotion & Termination Decisions
These are the most common bases for a racial discrimination claim. An employee or applicant may allege that race was a factor in a hiring decision, a denial of promotion, a disciplinary action, or a termination.

Hostile Work Environment Claims
A harassment-based claim arises when an employee alleges conduct that was severe or pervasive enough to alter the conditions of employment. These claims can involve coworker conduct, not just managerial decisions.

Retaliation Claims
When an employee reports racial discrimination or participates in a workplace investigation, any subsequent adverse employment action can generate a separate retaliation claim. Retaliation allegations often accompany underlying discrimination charges and must be addressed on their own merits.

Agencies & Courts Involved in Pasadena-Area Cases

A charge filed by a California employee typically begins at one of two agencies. The California Civil Rights Department (CRD) investigates complaints brought under California’s Fair Employment and Housing Act. The U.S. Equal Employment Opportunity Commission (EEOC) handles charges under federal law. Both agencies impose response deadlines that require prompt action from the employer.

If the agency issues a right-to-sue letter authorizing the employee to proceed to court, litigation is filed in civil court. For Pasadena-area businesses, that typically means Los Angeles County Superior Court, which maintains a courthouse in Pasadena and handles regional employment disputes alongside other civil matters.

Contact Us to Protect Your Business

Racial discrimination charges don’t improve with delay. The sooner your business has counsel reviewing the charge and shaping the response, the more options you may preserve. We’re ready to step in quickly and work directly with you through every phase of the matter.

We serve businesses throughout Pasadena and Southern California. Call (323) 991-7506 or reach us through our contact form to get started.

The Legal Framework Behind Racial Discrimination Claims

Racial discrimination claims against employers arise under two primary legal frameworks. Title VII of the Civil Rights Act of 1964 is the federal statute prohibiting race-based employment discrimination for covered employers, generally those with 15 or more employees. California’s Fair Employment and Housing Act (FEHA) operates alongside Title VII but applies more broadly, covering employers with five or more employees. Because FEHA often provides greater protections than federal law, California employers face liability exposure under both frameworks simultaneously.

Claims typically fall into one of two theories. Disparate treatment involves an allegation of intentional differential treatment based on race: the employer made a decision because of an employee’s race. Disparate impact involves a facially neutral policy or practice that disproportionately affects a racial group, even without discriminatory intent. A hostile work environment claim requires conduct that was severe or pervasive enough to alter the conditions of employment, a standard courts generally evaluate based on the totality of circumstances rather than any single incident.

From Agency Charge to Litigation: What Employers Should Expect

Before an employee can bring a lawsuit in California, they must generally file a charge with either the CRD or the EEOC. The agency notifies the employer and begins an investigation. Employers face agency-set deadlines to submit a formal response, and what you say at this stage shapes the entire defense going forward.

If the investigating agency issues a right-to-sue letter, the employee gains the ability to file suit in court. The case then proceeds through standard civil litigation: pleadings, discovery, potential motions for summary judgment, and, if the matter doesn’t resolve earlier, trial. Involving defense counsel at the agency charge stage can allow for a consistent strategy across both phases rather than a reactive pivot once litigation begins.

Reducing Your Exposure Before a Claim Arises

Proactive measures can meaningfully reduce a business’s exposure to racial discrimination claims. Written anti-discrimination and anti-harassment policies set clear standards for the workplace and demonstrate the employer’s commitment to a lawful environment. Regular training helps ensure that managers and employees understand those standards and apply them consistently.

When a complaint does arise internally, a prompt and documented investigation is a recognized practice for limiting liability. How the complaint was received, investigated, and resolved becomes part of the record if the matter later reaches an agency or a court. Employers who have documented their process are in a stronger position than those who handled complaints informally or inconsistently.

Contact Us Today

At Hackler Flynn & Associates, we're always ready to take your call! Give us a call at (323) 991-7506 or fill out the form below to contact one of our team members.

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Why Choose Hackler Flynn & Associates?

Woman-Owned Firm with Personalized Service
As a certified WBE and WOSB, we deliver responsive, flexible support with options for in-person, virtual, or phone consultations tailored to busy business owners.
135+ Years of Combined Experience

The firm brings deep litigation and counseling experience that clients can trust in high-stakes situations.
Boutique Employment Defense Expertise
We focus exclusively on protecting business owners in employment law, offering highly specialized knowledge.

The best attorneys
“Absolute Pros. Cynthia and Emily helped navigate me through one of the most important business transactions of my life. They helped me clearly understand my ownership contract and ensure I made the right decision. Their services are worth every penny. The best attorneys I’ve hired.”

- Dan E.
Quick, effective, and professional
“Cynthia and her team nailed it! We had a very specific, urgent employment issue, and Cynthia came recommended to me from a close friend. Her team was quick, effective, and professional all the way through and helped us close it out cleanly. Thank you!”

- Nick F.
Capable, strategic, and thoughtful
“Cynthia is an exceptional law firm leader. She is highly capable, strategic, and thoughtful. Cindy is also a natural connector an oracle of local bar resources & knowledge, trusted by clients and fellow professionals alike to navigate them to what they need, both within and beyond her firm.”

- Lauren P.
A trusted partner
“Hackler Flynn, Cindy and her team, have been an outstanding partner to us and our clients for years when it comes to needing a bona fide, true blue employment law specialist who understands not only the legal complexities, which they do, but the relationship dynamics that often drive many of these issues and need hand-holding to ensure a successful resolution. Could not be prouder to call them a trusted partner.”

- Scott R.
Highly recommend
“My experience with the team at Hackler, Flynn and Associates was nothing short of outstanding. They handled our case with the utmost professionalism and care. Their proactive approach saved our company time and money. I highly recommend Hackler, Flynn and Associates to anyone seeking legal services in small corporate business cases such as PAGA and Employment Laws. Mariyam, Mimi and Cindy were absolute Professionals throughout the whole process which ultimately led to our case being dismissed. Thank you, HFA Team!”

- Satisfied Customer
Professional, thoughtful, and genuinely caring
“I’m so glad I chose this law firm to represent me. Orchid was absolutely amazing to work with — professional, thoughtful, and genuinely caring. From the very beginning, she took the time to truly understand my situation and listened carefully to all my concerns. She explained everything clearly, kept me well informed throughout the process, and made me feel supported every step of the way. She consistently showed that she had my best interests at heart and went above and beyond to help me reach the best possible outcome. I couldn’t have asked for better representation and highly recommend Hackler Flynn & Associates!”

- L.P.
Clear communication and compassion
“Orchid was wonderful to work with. She was very helpful navigating the situation with clear communication and compassion. I really appreciate her help and her supportive manner.”

- Jeanine W.
Alacrity and expertise
“As a lawyer for 40+ years, who has worked with a lot of law firms, including many employment specialists, I have had a superior experience with this Firm. Terrifically responsive, meticulous, knowledgeable, priced right. Got an employment problem? Contact Hackler Flynn first. Once again, one year later, Hackler Flynn team, especially Liz, have responded with alacrity and expertise to a somewhat unusual set of facts. We are so appreciative!”

- Leslie L.
Excellent representation
“My personal experience with the Hackler Flynn firm has been stellar. I have enjoyed quick, practical, and thorough legal services from Cindy Hackler all the way through to associates and support staff. They have provided excellent representation to me. Similarly, all clients whom I have referred to the firm have had very positive feedback whether they hired the firm or not.”

- Sima A.

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