Never have there been so many tools for Irvine employment lawyers to help people recently fired to win damages for discrimination, to seek a better severance package, including not only a longer period of pay benefits, but also other items, most important of which can be a longer period of health insurance benefits following the termination, or even to save the employee’s job.
If you’ve been fired from your job as a result of discrimination or retaliation, been harassed or the victim of a hostile work environment, or paid less than a person of the opposite sex for the same work for no other valid reason, visit our website at http://www.CaliforniaAttorneysLawyers.com and call us at any of the numbers easily found on our website.
In Irvine and throughout California where private employers and government offices have laid off people in the hundreds and thousands, sometimes on a weekly basis there is substantial fear among those who have recently been terminated and those who are in fear that they could be next to be let go. In areas such as the Irvine area where unemployment and foreclosures are at their highest in the state, many employees who have been discriminated against or fired in retaliation for complaints of harassment and who previously feared making any complaint, now feel they have nothing to lose.
Some employees are filing class action lawsuits based on everything from age and sex discrimination to discrimination against veterans. Individual claims are being made for overtime pay that the employees never received and retaliation for whistle blowing or reporting harassment.
One of the best tools for Irvine employment lawyers is often the employee’s company manual and other memos of the company which often lay out glowing descriptions of how fair the company will be in their employment practices. Such manuals often describe all of the types of actions which the company claims they will not tolerate including the various forms of harassment and how the company will never take a retaliatory action against anyone blowing the whistle on harassment at the company.
Such manuals provide a powerful tool to the employee and the employment lawyer to show the company exactly how they violated not only the law, but also the company’s own employment guidelines. Faced with such violations of the principles the company itself laid down and promised to their employees, it is difficult for such companies to argue that they didn’t realize how they were supposed to respond to an employee’s reports of harassment or that they didn’t know they couldn’t fire someone for making such reports.
Employees must keep in mind that under California law, complaints alleging discrimination or retaliation must be filed with the Division of Labor Standards Enforcement in California within six months of the alleged discriminatory or retaliatory action by an employer, except in certain circumstances.
Some of the laws enforced by the Labor Commissioner in the State of California which prohibit discrimination and retaliation include discrimination or retaliation for threatening to file a complaint with the Labor Commissioner, for taking time off to serve as a juror, be a witness in court or to attend judicial proceedings related to being a victim of a crime or related to a victim, for discharging victims of domestic violence, for taking time off to seek medical or psychological treatment related to domestic violence or a sexual assault, for taking time off to go to a child’s school at the request of a teacher, for disclosing his or her wages, for engaging in political activity, for being a whistle blower (not the real whistles), for being paid less than employees of a different sex for the same work unless based on a bona fide factor other than sex, or for complaining about safety or health conditions.
For Irvine Employment Lawyers such as myself who are also Women’s Rights Lawyers, when President Obama signed the Lilly Ledbetter Fair Pay Act of 2009 in late January, he remedied a great injustice and provided employment and women’s rights attorneys with yet another tool in our arsenal to fight for employee’s and women’s rights.
Now women in California and the rest of the nation have a law that gives them the ability to redress the wrong suffered upon them by society in allowing men to receive more money for the same work from an employer and limiting the rights of women to bring a claim for pay discrimination.
In the past, women were required to file suit within 180 days after first being paid unfairly, even if the discrimination of being paid less than male workers in the same jobs continued. And if a woman failed to discover that male workers were being paid more for the same work, a woman still could not hold her employer accountable if she didn’t learn of the unfairness and take action within 180 days of first being paid the lesser rate.
Under the Fair Pay Act of 2009 signed into law by President Obama, the statute of limitations of 180 days starts with each discriminatory paycheck, rather than when the employer starts to discriminate. So long as a woman in CA files her claim within 180 days of receiving any discriminatory paycheck, not just the first one, she is considered timely in bringing her claim.
An important aspect of the Act is that the effective date of the Act is retroactively set at May 28, 2007, which will allow it to apply to all compensation discrimination claims that have been filed on or after that date.
Women can sue for back pay awards for up to two years before she files her employment discrimination claim under Title VII of the Civil Rights Act of 1964. The Fair Pay Act of 2009 does not change the two-year back pay limit.
Under the Act, an unlawful practice occurs when a discriminatory compensation decision or other practice is adopted, when a person becomes subject to the decision or practice, or when a person is affected by the decision or practice, including each time wages, benefits or other compensation is paid.
California also has it’s own version of the Federal WARN Act which in certain circumstances requires 60 days warning before laying off workers. Under the 2003 California version of the Act, the requirement of 60 days warning applies to establishments with 75 or more employees who have been employed for at least 6 of the previous 12 months, who layoff or relocated 50 or more employees within a 30-day period. There are also various exceptions to the rule.
For the elderly employee laid off, an important ruling by the U.S. Supreme Court has given added protection to older workers. Elderly persons who file employment discrimination lawsuits no longer need to prove that an employer acted intentionally. It is enough that the employee can prove that the layoffs had a disparate effect on the elderly workers.
Layoffs of caregivers providing care to sick family members may also violate federal law.
And all of these tools are still in addition to the tools Irvine employment lawyers have against employers who practice discrimination based on sex, religion, race, age, or sexual orientation, or who subject their workers to a workplace that constitutes a hostile environment.
Visit our website at http://www.CaliforniaAttorneysLawyers.com and call us if you have been discriminated against or are the victim of retaliation by an employer in Irvine or if you have been receiving less pay than a person of the opposite sex for the same work by your employer for no other valid reason.
It is thus imperative that an employee being laid off who is provided with a separation agreement and release of all claims against his employer consult with an employment attorney to determine if there weren’t violations of any of these laws and others that can assist the employee and his or her attorney to negotiate a larger severance package.
If you have recently been fired, are in fear of losing your job or if you have been presented with a separation agreement or severance package and have been discriminated against, harassed or are the victim of retaliation in Irvine by your employer, we invite you to call our office.
Visit our website at http://www.CaliforniaAttorneysLawyers.com if you are the victim of employment discrimination, retaliation or of discriminatory compensation in California. We have the knowledge and resources to be your Irvine Employment Lawyer and Irvine Employment Attorney anywhere in Southern California from San Diego to Orange County, and Santa Barbara to Palm Springs and all points in between, including Anaheim, Irvine, Fullerton, Ventura, Newport Beach, San Luis Obispo, Oceanside, Temecula, Riverside, Ontario and Palm Desert.
If your harassing boss makes you feel like you can’t endure going to work another day, you need help. Take Control of your job and protect yourself. Get Work Laws Exposed and get the Undercover Lawyer on your team.
Do you believe porn is going on in the workplace?
Originally published 04:45 a.m., October 18, 2009, updated 12:55 p.m., October 18, 2009
Workplace Porn Wastes Time, Cash
Cheryl Wetzstein
First of two parts
On Sept. 29, my Washington Times colleague Jim McElhatton led the paper with a story about National Science Foundation (NSF) employees accessing pornography at their work computers.
The porn problem was pervasive enough to trigger a massive internal investigation. One senior NSF executive, for instance, had “spent at least 331 days looking at pornography on his government computer and chatting online with nude or partially clad women, without being detected,” Mr. McElhatton reported, based on records obtained through the Freedom of Information Act.
The NSF executive retired once his pornography use was exposed, but investigators estimated that he alone wasted between $13,800 and $58,000 of taxpayer monies.
No one should imagine that the NSF scandal is isolated or rare. Workplace pornography is a major problem, according to the American Management Association (AMA).
Employers are fighting back with anti-porn filters on computers; as of 2007, about two-thirds of U.S. companies used such software, the AMA said. But there are still ways to evade the filters, and inexplicably, many employees seem determined to access porn at work, even if it costs them their jobs.
Listen to these comments, gathered by Idaho Post-Register reporter Corey Taule in an award-winning 2007 article on pornography.
Mark J. Holubar, a human resources executive, told Mr. Taule that his company is clear about its no-porn-at-work policy, but he still had an employee confess to him: “Yeah, I know I did it. I know it was wrong. I don’t know why, I was just doing it.”
And Gordon Boyle, a pastor at Calvary Chapel Church in Idaho Falls, Idaho, who counsels men for sex addiction, said it was “so bizarre” that employees would look at porn even when they knew they were being monitored. “I don’t think we understand the grip or the pull [of pornography],” Mr. Boyle told Mr. Taule.
That, I think, is the big question: What makes presumably well-educated, well-paid professionals risk everything they worked for just for another look?
The answer is simple — sex addiction, says Michael Leahy, author of the new book “Porn @ Work: Exposing The Office’s #1 Addiction.”
Mr. Leahy, a recovering sex addict, believes he was one of the first people to get involved with workplace porn. As an IBM computer specialist in the early 1980s, he and colleagues used porn at work years before online pornography and personal computers entered American homes. Later, as an executive with a private office and top-of-the-line computers, Mr. Leahy found even more ways to spend hours engrossed in porn.
“I was that person who is every line manager’s and HR professional’s worst nightmare — the sex addict at work who flew under the radar for years and never got caught,” Mr. Leahy wrote.
How does porn interfere with work? Initially, it just consumes countless hours (viewing images, concealing images, plus regular trips to private places to masturbate).
As the compulsive behaviors grow, porn-related rituals detract from work performance, Mr. Leahy wrote. A person preoccupied with porn, for instance, will miss meetings, fail to make calls or leave projects unfinished. They may seem to undergo a personality change, becoming easily irritated, unreasonably defensive or socially withdrawn.
It’s not uncommon for sex addicts to lose their spouses or their jobs, Mr. Leahy wrote. They also are prone to acting out sexually, exposing themselves to sexually transmitted disease and pregnancy, or legal problems “ranging from nuisance offenses to rape,” Mr. Leahy wrote. Business managers, he added, are particularly alarmed by sexual harassment or hostile workplace lawsuits filed over employees’ bad behavior.
Mr. Leahy has some solutions to offer, but first he wants to sound the alarm about college students.
Their college experiences are in a pornography-friendly subculture, he told me. “But the key is, when they have to stop — when they are made to stop — what will they do?”
Next week: Collision course.
• Send e-mail to cwetzstein@washingtontimes.com.
http://washingtontimes.com/news/2009/oct/18/wetzstein-workplace-porn-wastes-time-cash/?feat=home_columns&
Answer
Is this a serious question, or are you an outlet for the washington times?
Taking it as a question, yes. Pron is pervasive and for some reason, women especially, pron is a narrow minded viewpoint of looking at scantiness on a media (screen, paper, magazine) rather than it being a pervasive fact of life. So the front cover of Nuts magazine could be described as pronographic. So could most women in female orientated workplaces. But no, only Nuts gets the shotgun of objectivism.
The situation is wider than most women and the article suggests.
Bob
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