Los Angeles California Consumer Law Blog

A pregnancy is usually a joyful event in a woman's life. However, for working women who are victims of discrimination based on their pregnancy, this time can be fraught with anxiety and extreme stress. What many in Southern California may not realize is that the topic of pregnancy discrimination is taken seriously by the law and has even been addressed at the national level.

The Pregnancy Discrimination Act not only bans discrimination based on pregnancy, but does so in any element of employment. This includes hiring, income, promotions, layoffs or terminations, benefits or job assignments. What exactly is pregnancy discrimination? Discrimination against a woman due to her pregnancy could entail treating that person unfavorably due to their pregnancy, childbirth or a medical issue related to the pregnancy.

Most workers in California probably have a vague idea of what constitutes sexual harassment. Fortunately, most workers have probably not encountered such workplace harassment, but for those who have, the victimization can be damaging and long-lasting. Still, California has key laws in place meant to protect employees from certain types of disruptive and often highly demeaning behavior.

As with many sets of laws, though, there is no shortage of myths regarding sexual harassment on the job. One common stereotype regarding sexual harassment is that it always involves men harassing women. In reality, sexual harassment can occur between two workers of the same gender, and women are just as capable of harassment as their male counterparts. Any worker can find himself or herself the target of lewd comments, unwanted sexual advances or even wrongful termination due to sexual harassment. Fortunately, the law acknowledges this reality and any victim of sexual harassment, regardless of that person's sex, gender identity or sexual orientation can obtain protection from the law.

In the Los Angeles area, and across the country, the modern workplace tends to be extremely diverse. Most workers and employers understand the value of diversity and work to maintain a comfortable, productive and professional environment. However, there are times when certain incidents arise that can make all workers understandably apprehensive. The use of racial slurs can be deeply offensive to people from all backgrounds, and hearing them in the workplace can be jarring, at the very least, even as a bystander. Employers who fail to correct a hostile work environment can face litigation.

Recently in California, an investigative assistant at a District Attorney's office claimed she was on the receiving end of a racial slur. Moreover, she argues, her employer failed to properly address the problem and even retaliated against her for making a complaint. According to the lawsuit, which was filed against the San Francisco District Attorney's Office as well as against the city itself, the incident began when a mouse ran through the office, and the plaintiff, who is African American, let out a scream and jumped. Her co-worker allegedly used an offensive racial slur in response.

With an economy that is anything but certain, many Californians - as well as those across the country - are postponing retirement and working at older ages. Consequently, it is not uncommon for age discrimination situations to appear as more and more people of various stages of life compete for scarce jobs. Fortunately, the law protects most California workers age 40 and older from employers who discriminate because of age.

Specifically, California has the Fair Employment and Housing Act, which prohibits various types of discrimination in various areas, from employment to housing. The Act forbids age discrimination in many employment-related situations, although there are some exceptions. In today's diverse working environment, where a worker may have more than one boss, it can be difficult to figure out which employer is covered by which law. What employers are covered under California's FEHA?