A recent decision from the United States Supreme Court may well result in a change in the way many federal employment discrimination cases get handled. Of course, it may take several months to actually work out how this case will affect federal employment discrimination claims filed under the Civil Rights Act of 1964, Title VII.
Most workers in California these days either have a social media account or at least would be able to figure out how post something on social media without much effort.
While people might not think of it when they hear about employment discrimination, it is an unfortunate reality that many members of the armed forces, such as the National Guard the Reserves, may find it very difficult to keep and hold a civilian job on account of their military service.
One of the neatest benefits of modern technology is that more and more employees in California are able to do some or even all of their work from the comfort of their own homes. While it is certainly not something that all employers in Northern California offer or that all employees would even want to accept, many find the option both convenient and enjoyable. However, employees who are interested in this option need to be aware of some important rights that they have with respect to remote working arrangements.
One of California's most famous employers, Alphabet, has received accolades in recent weeks over their decision no longer to require employees to submit claims alleging discrimination to an arbitration process. Many people in the Fresno area probably recognize Alphabet as the parent company for Google.
According to recent statistics, San Francisco has paid tens of millions of dollars over the past 12 or so years to resolve various lawsuits, most of which were filed at the hands of employees who had been victimized by some form of discrimination. To break down the numbers, since 2007, San Francisco has had to resolve 57 wrongful termination cases and 55 racial discrimination cases filed by employees against the city.
It probably comes as no surprise that California employers, generally speaking, have the right to create workplace rules and policies that their employees are expected to follow. Employers have leeway to enforce these rules, including firing an employee who breaks them.
For many people who go to work in Fresno, California, talking about one's wages is taboo. Even if no one specifically says so, people just seem afraid to talk about how much money they are making or, at best, feel very uncomfortable with the prospect of doing so.
A Northern California resident who has done any sort of job search in recent years has probably noticed that job descriptions include a list of what are called "essential job functions." More than just being a way of describing the job, these essential job functions are important for legal reasons, particularly for California employees who may have a disability.
A California jury validated the claims of a 61-year-old former hospital worker, who at the time of trial was unemployed, that her former employer discriminated against her. The case may turn some heads in the Fresno area because it was not based on race, age or gender per se but instead was based on the fact that the woman lost her job after getting hurt at work. The woman, who had worked for the hospital for almost 25 years, hurt herself while trying to move medical equipment.