We invite you to review our newly-posted May 2019 California Employment Law Notes, a comprehensive review of the latest and most significant developments in California employment law. The highlights include:
A new California bill aims to make it illegal for employers to discriminate against employees based upon their hairstyles. SB 188, also known as the “CROWN Act” (Create a Respectful and Open Workplace for Natural hair), proposes amending the Education Code and Government Code to define “race or ethnicity” as “inclusive of traits historically associated with race, including, but not limited to, hair texture
Just another day in paradise in Los Angeles… Unless you happen to be an employer. Continuing the recent spate of multi-million dollar verdicts, an LA jury awarded a former police officer $7 million on her sex discrimination claim.
Lili Hadsell, a former police chief for the City of Baldwin Park, alleged that she was subjected to sex discrimination over her 14 years of service.
The current landscape in the #MeToo Era has heightened the need for leaders at every business organization to ensure that sound and strategically aligned practices for preventing, receiving, and responding to harassment, discrimination and other workplace related claims are in place.
Proskauer has just released its findings from a broad-based survey of employers around the country who are responding to these pressing issues in real
This weekend Governor Brown signed many laws that were authored and gained traction in response to the #MeToo movement:
New Restrictions On Confidentiality Of Sexual Harassment/Discrimination Settlements
Senate Bill 820 prohibits confidentiality or non-disclosure provisions in settlement agreements that prevent the disclosure of factual information involving allegations of sexual misconduct – unless the party alleging the harm desires confidentiality language to protect his or her
Campbell v. State of Hawaii Dep’t of Educ., 892 F.3d 1005 (9th Cir. 2018)
Patricia Campbell was employed by the Hawaii Department of Education (“DOE”) for nine years until she resigned because she was allegedly harassed and degraded by students on the basis of her race (white) and her sex. She alleges that students called her offensive names (including “f*cking haole”) and that
Camacho v. Target Corp., 234 Cal. Rptr. 3d 223 (Cal. Ct. App. 2018)
Adrian Camacho, a former Target cashier, sued for alleged sexual orientation discrimination, harassment causing a hostile work environment, retaliation, constructive termination in violation of public policy and related claims. Prior to resigning his employment with Target, Camacho settled a workers’ compensation (“WC”) claim he had filed against Target based upon his
Abed v. Western Dental Servs., Inc., 23 Cal. App. 5th 859 (2018)
Western Dental posted a job opening for a dental assistant in its Napa, California office while Ada Abed was working there as a student extern. Although Abed originally had been assured that the externship was a four- to six-week “working interview” and that her work was “above average,” she was later
On Tuesday, a Los Angeles jury did what L.A. juries do so often these days — they awarded tens of millions of dollars to an ex-employee who claimed she had been the victim of discrimination, wrongful termination and retaliation. Codie Rael, who worked as a materials buyer for a dental supply company, claimed that she was subjected to comments such as you are “outdated,” “a