Before becoming pregnant, a senior director of scheduling and acquisitions at Oprah Winfrey's OWN network seemed to be on her way to landing the vice president position at the network. The employee had received great performance reviews while working for OWN, and she was even told that she was "on track" for being promoted to a vice president position.
There's no question that women have gained a lot of ground over the past several decades when it comes to equal rights in the workplace. While battles continue over issues such as equal pay for equal work, women and their legal and political allies have successfully fought against widespread sexual harassment and discrimination against those who seek time off to have children. For example, all women now have the right to maternity leave, thanks to the efforts of those from earlier generations.
Workers in San Diego should have a basic understanding of their rights so that they can feel safe if they ever need to file a discrimination or harassment complaint. Most importantly, workers should understand that they should never have to endure discrimination or harassment in the workplace. This type of behavior is illegal. It is also illegal for employers to retaliate against those who do file formal complaints.
Discrimination is certainly illegal in the workplace, but it is not an uncommon practice in some places of employment. Last month, three women filed a lawsuit against San Diego Reader claiming that they were discriminated against because of their gender and as a result, they were sexually harassed by other employees and later fired from their jobs at the Reader.
Earlier this year, the U.S. Supreme Court dismissed a class-action lawsuit that accused the world's largest retailer, Wal-Mart, of sex discrimination. The lawsuit involved more than 1.5 million current and former employees who claimed that they were not treated equally by the employer because of their sex.
A former attorney with the Directors Guild of America has brought suit in a California court against her former employers alleging wrongful termination.
A California woman who sued the Los Angeles Airport Police Department for gender discrimination was awarded compensatory damages by a jury last week. The jury agreed with the woman's claims that she was passed over for a promotion at LAX because she was a woman. The woman was a lieutenant for 10 years. Her attorney said that she had the qualifications to be promoted to captain but was not promoted because she was a woman.
As discussed in the previous post, the recent U.S. Supreme Court decision regarding the giant sex discrimination class-action lawsuit filed against Wal-Mart has put a spotlight on other pending class-action employment lawsuits. Some felt that the ruling would result in less class actions being filed by employees, but, now that a few weeks have passed, it has been seen that many, but not all, of these cases are still going strong.
A few weeks have passed since the Supreme Court ruled that a sex discrimination lawsuit brought against Wal-Mart on behalf of 1.5 million current and former female employees of the retailer could not proceed as a class action. Now employment attorneys have been watching to see how the decision will be interpreted in regards to pending class action litigation. So far, according to a Reuters analysis piece, it has been seen that the case has not stopped class actions from succeeding, especially lawsuits involving wage-and-hour and overtime disputes.
Best Buy has agreed to settle a class-action lawsuit filed in California in 2005 by a number of current, former and prospective employees. The plaintiffs accused the company of race discrimination and sex discrimination by refusing to provide desirable promotions, assignments and transfers to Latino, African-American and female workers, which violates Title VII of the Civil Rights Act of 1964.