Workplace harassment is often thought of as blatant words or actions that are easy to spot. This isn't always the way it works. In many cases, the harassment is more subtle. Dealing with this type can be challenging because other people might not see what is going on and may not experience the same thing.
Victims of workplace harassment in California might suspect that individuals engage in harassing behavior because they want to exert power. A new report from university researchers adds nuance to this explanation. Worries about inadequate job performance could motivate some people to harass their subordinates. According to the report, high-level executives are not the only ones prone to this behavior. Insecurity might drive lower-level supervisors to intimidate subordinates as well.
A California company that specializes in testing services for expecting women is being sued by a former employee for alleged pregnancy discrimination. The plaintiff in the case claims she was wrongfully fired for becoming pregnant.
Despite greater public attention to corporate diversity, California workers continue to face discrimination on the job. In 1967, Congress passed the Age Discrimination in Employment Act, protecting workers over the age of 40 from being denied jobs, promotions and opportunities due to their ages. However, while the law has been in effect for over 50 years, age discrimination continues to rear its head in the workplace and often goes unreported.
There are many reasons why employers might terminate an employee or move them to a less desirable shift. These actions, as well as other adverse employment actions like pay decreases, are perfectly legal as long as they aren't made due to discrimination, as harassment or for retaliatory reasons.
Walmart stores throughout California have an obligation to comply with local and federal employment laws. The Equal Employment Opportunity Commission has alleged in a lawsuit that a Walmart store violated the Americans With Disabilities Act when store management chose not to accommodate deaf employees who needed support to receive training and workplace communications.