Ten women who served in jobs ranging from personal assistants to district-wide managers have sued the San Juan Unified School District over unanswered complaints of serious harassment and retaliation by the superintendent. He has been on paid leave since May.
Teachers and school staff not only have to comply with school policy and the law, but often also with unspoken, unwritten rules of conduct unrelated to their actual job performance. As at least two Californians have learned so far this year, teachers and school can be fired for out-of-school behavior perceived to be objectionable.
When a Portland woman was hired in 2011 as one of the few female referees at the U.S. Tennis Association’s Pacific Northwest Section, she was naturally quite proud. The USTA is America’s largest recreational tennis organization and runs tournaments and provides player ratings for some 825,000 participants nationwide, according to its website. The Pacific Northwest Section is one of 17 sections across the nation and in the Caribbean -- including, of course, here in California.
What would you do if you were subjected to unwanted physical touch from your fellow employees and even sexually assault while on the job? What if you complained to management but found your complaints brushed off? What if the coworkers responsible for such sexual harassment were never disciplined for their actions, making your working environment hostile in nature?
There are many strategies people attempt when they’re dealing with a hostile work environment. Some people who experience sexual harassment or discrimination complain right away, but others don’t want to make waves. When interactions at work become sexually charged, many try at first to play along as if it were ordinary banter -- and banter back.
The U.S. Department of Justice’s Civil Rights Division recently announced it has filed a lawsuit against the California Department of Corrections and Rehabilitation, or CDCR, on behalf of a cook who complains that his female co-worker engaged in egregious sexual harassment against him and that the CDCR, in violation of both Title VII of the Civil Rights Act and its own policies, refused to stop her.
Exotic dancers, just like employees in all other industries, are entitled to the protections of the Fair Labor Standards Act and other state and federal labor and employment laws. Unfortunately, these dancers often don't get a lot of respect, and the workers may believe -- or may even be told -- that they have no right to be paid a minimum wage, keep their tips and be paid for overtime.
When a long-term partner at a top firm suddenly received a harsh review from a male partner and a punishing pay cut in 2010, she complained of gender discrimination. Shortly thereafter, despite having a long history of high performance, the 63-year-old intellectual property attorney was fired. If the law firm had kept her on until she turned 65, she would have received valuable retirement benefits. So, although she was easily able to get a job at another top law firm, she added age discrimination and wrongful termination to her complaint.
An interesting lawsuit by a former associate attorney against a Boston law firm was just settled immediately before the dispute went to trial. The former associate, who was fired in Dec. 2008, sued the law firm claiming that his firing was in retaliation for taking family leave the firm leadership didn't think was "macho" enough.
An age and discrimination lawsuit has been filed against the Detroit Lions, Inc. by a former staffer in their community affairs office. The woman claims that she was passed up for promotion and terminated based on her age and gender. She was denied a director's position and let go after 20 years of employment with the team. She is seeking damages under a civil rights law barring employers from workplace discrimination based on religion, skin color, age and body type.