We invite you to review our newly-posted July 2021 California Employment Law Notes, a comprehensive review of the latest and most significant developments in California employment law. The highlights include:
Kennedy v. Bremerton Sch. Dist., 991 F.3d 1004 (9th Cir. 2021)
Joseph Kennedy, a high school football coach, was not rehired after he repeatedly kneeled with team members (some of whom may have felt pressured to join him) and prayed at mid-field following games. The school district warned Kennedy that his actions, which attracted media attention, could be perceived as endorsement of religion
We invite you to review our newly-posted January 2021 California Employment Law Notes, a comprehensive review of the latest and most significant developments in California employment law. The highlights include:
Bostock v. Clayton County, 590 U.S. ___, 140 S. Ct. 1731 (2020)
The question for the United States Supreme Court in this (and two companion cases) was whether Title VII of the Civil Rights Act of 1964 is violated by an employer that terminates an employee merely for being gay or transgendered. In a 6-3 opinion written by President Trump’s first appointee to the
On Monday, the Supreme Court issued a landmark 6-3 ruling that held that an employer that fires someone for being gay or transgender violates Title VII of the Civil Rights Act.
Anthony Oncidi joins XpertHR Legal Editor David Weisenfeld to discuss the ruling’s significance, what it means for employers and what the next big workplace issue will be at the nation’s highest court.
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:
Weil v. Citizens Telecom Servs. Co., 2019 WL 1891796 (9th Cir. 2019)
David Weil sued Citizens Telecom Services for wrongful termination and discriminatory failure to promote under Title VII and related statutes. In support of his failure-to-promote claim, Weil testified in his deposition that his former supervisor (identified in the opinion as “L.H.”) told him that he did not receive the promotion because
Garcia v. Salvation Army, 918 F.3d 997 (9th Cir. 2019)
Ann Garcia worked as social services coordinator for the Salvation Army but “left the Church” and stopped attending religious services there a few years before taking a lengthy medical leave of absence due to fibromyalgia and eventually being fired for failing to report to work despite being cleared by her doctor. Garcia sued
EEOC v. McLane Co., 857 F.3d 813 (9th Cir. 2017)
Damiana Ochoa filed a charge with the EEOC alleging sex discrimination (based on pregnancy) in violation of Title VII, when, after she tried to return to her job following maternity leave, her employer (McLane Co.) informed her that she could not come back to the position she had held for eight years as a