San Diego: Haeggquist & Eck, LLP, a leading consumer rights litigation firm, is investigating claims against Chrysler (also known as “Fiat Chrysler Automobiles” or “Chrysler”) regarding a recall of the drag link assembly in approximately 796,000 2013-2018 Ram 2500 and Ram 3500 heavy duty pickup trucks. If you own a 2500 Ram Truck (model year 2014-2018) or 3500 Ram Truck (model year 2013-2018) you are encouraged to contact Amber Eck at Haeggquist & Eck for additional information.In January 2019, the National Highway Transportation Safety Administration (the “NHTSA”) issued Recall No. 19V-021 and Defendant Chrysler issued Manufacturer Recall No. V06 that applies to approximately 795,575 Ram trucks and required repair or replacement of drag link assemblies.Chrysler explained in its Safety Recall Advanced Communication notice, issued February 1, 2019, that the recall stems from safety issues relating to the drag link assembly on the vehicles – basically the nuts (often called jam nuts) on the drag link assembly. They can become loose and separate, resulting in a “loss of directional steering control, which can cause a vehicle [to] crash without prior warning.”Although Chrysler stated in the Recall notice that it would “repair or replace” the defective drag link assembly, in fact, its “repair” was to weld components of the drag link on the assembly, making it impossible for certain repair or service work (such as alignments) to be done on the vehicles without cutting the welds and then re-welding them.What You Can DoIf you own a 2500 Ram Truck or 3500 Ram Truck (model year 2013-2018) you may have legal claims against Chrysler. If you wish to discuss this investigation, or have questions about this notice or your legal rights, please contact attorney Amber Eck at 619-342-8000 or e-mail her at firstname.lastname@example.org. There is no cost or obligation to you.Haeggquist & Eck, LLP is a nationally recognized leader in shareholder rights law. The firm represents consumers, employees and shareholders, and members of the firm have helped plaintiffs recover more than $1 billion.This release constitutes attorney advertising. Past results do not guarantee a similar outcome.Contact:Haeggquist & Eck, LLP619-342-8000Amber Eck, email@example.com
Archives for February 2021
Passed in 2019, SB 778 extended the deadline for new sexual harassment prevention training requirements in California to Jan. 1, 2021. As we are now in the new year, the deadline for compliance has lapsed – this means you, your coworkers, and supervisors should have all received sexual harassment prevention training by now.
Under SB 778, all California employers with five or more employees must provide at least two hours of sexual harassment training to all supervisory employees and at least one hour of training to all other employees. These trainings must recur every two years, and employers have within six months after hiring or promotion to train new employees or supervisors.
Is Your Employer Taking Sexual Harassment Seriously?
If sexual harassment has been an ongoing problem at work and your employer isn’t taking it seriously, you can hold them liable by filing a lawsuit. Your employer should have intervened with meaningful action after you reported what happened and who was involved – especially if they were supervisors.
Under California’s new sexual harassment training law, all employees and supervisors were required to have received prevention training by Jan. 1, 2021 – your employer could be liable if it failed to provide training to those who engaged in sexually harassing behavior.
At Haeggquist & Eck, LLP, our employment law attorneys are ready to hear about your situation at work. We fight for employees like you who need to hold their employers accountable when they break the law. If you are experiencing sexual harassment at work, reach out to us today for help.
Schedule a free initial consultation with Haeggquist & Eck, LLP when you call (619) 342-8000 or contact us online.
Alreen Haeggquist Featured In Piece on Facebook Content Moderators.
Read more here.
In an executive order issued on his first day in office, U.S. President Joe Biden affirmed his administration’s stance against sexual orientation and gender identity discrimination.
The order promises to enforce protections so that people can access employment opportunities, schooling, housing, and healthcare without facing discrimination based on their gender identity or sexual orientation.
In his order, Biden cited equal protection of the law as provided in the Constitution, as well as Title VII of the Civil Rights Act of 1964. The latter statute was the backbone of a landmark ruling at the U.S. Supreme Court in 2020, which interpreted Title VII’s prohibition of sex discrimination to include sexual orientation and gender identity discrimination.
To enforce the prohibition of such discrimination, the Biden Administration is taking the following actions:
- Requiring each federal agency to review all existing orders, regulations, policies, and programs that were endorsed by the agency under any law that prohibits sex discrimination, including Title VII
- Requiring each federal agency to consider revising, suspending, or rescinding any action – or taking new action – that fully implement laws that prohibit sexual orientation and gender identity discrimination
- Requiring each federal agency to consider ways to combat overlapping forms of discrimination, such as that on the basis of race or disability
- Within 100 days of the order, each federal agency will develop and implement a plan that addresses these mandates
Do You Need Legal Assistance?
At Haeggquist & Eck, LLP, we’re here to represent employees who have experienced unlawful discrimination at work. California has protected LGBTQ workers against discrimination for years, but the Biden Administration’s efforts to enforce Title VII as it was interpreted by SCOTUS last summer can mean a broader level of protection.
If you believe you have experienced discrimination because of your gender identity or sexual orientation, reach out to our legal team for a free initial consultation. During this meeting, you can meet with a Haeggquist & Eck, LLP attorney, who will listen to your story. If we think we can help you with your situation, we will offer options for how you can take the next step.
To schedule your free initial consultation, contact us online or call (619) 342-8000 today!