On Oct. 31. the U.S. Equal Employment Commission said that a California company was responsible for paying $45,000 after it was accused of pregnancy discrimination. The EEOC stepped in after the company reportedly refused to make accommodations for an employee who became pregnant, placing her on involuntary leave of absence instead.
California is one of several states in which laws have been established to protect transgender employees. In some cases nationwide, gender discrimination laws have been interpreted to include people who have gender dysphoria. Furthermore, according to the Equal Employment Opportunity Commission, Title VII of the Civil Rights Act also protects people from discrimination based on gender transition as well as sex discrimination. However, the federal government does not believe this is the case. It also may be possible for a person with gender dysphoria to pursue a disability claim under the Americans with Disabilities Act.
If a California worker becomes pregnant, she may have a variety of employment protections under the Pregnancy Discrimination Act. This is true if a person works for a company with 15 or more employees. Under the PDA, an employer is not allowed to harass or otherwise treat a woman differently because of her pregnancy. Furthermore, employers are not allowed to take most employment actions such as demoting or terminating someone simply because she is pregnant.
A former employee is suing Tesla over allegations the automaker allows racist behavior at one of its California factories. The class-action complaint was filed in Alameda County Superior Court on Nov. 13.
California residents may be interested to learn that three women filed a lawsuit against Uber in San Francisco Superior Court on Oct. 24. The suit claims that the company engaged in discrimination related to both race and gender. It specifically states that female engineers and those of color are not paid the same or promoted as often as engineers who are male, white or Asian.
In this era of affirmative action programs and similar initiatives, many people in California are satisfied that society is working harder to prevent discrimination in employment. However, people in protected categories continue to face troubling experiences in too many industries. For example, a survey conducted by staffing firm Indeed found that tech workers over 40 perceive themselves as quite vulnerable to age-based discrimination. Forty-three percent of respondents reported that they periodically worried about losing their jobs due to their age.
California workers who have disabilities may be more likely to feel stalled in the workplace than those who do not. These and other findings regarding employees with disabilities were part of a study done by the Center for Talent Innovation. The research found that almost a third of full-time, college-educated, white-collar employees fit the expanded federal definition of disabled. However, fewer than 4 percent of disabled individuals identify themselves as such to employers.
California Home Depot customers may be interested to learn that the U.S. Equal Employment Opportunity Commission accused the company in a lawsuit filed on Sept. 28 of failing to accommodate a disabled worker at an Illinois location. The EEOC claimed that the company then fired the employee after she suffered a disability-related emergency.
California employers may make the mistake of treating their older workers differently than their younger ones. However, this may be discrimination, and it could result in experienced workers leaving a company. If that happens, it could be deprived of the talent and knowledge necessary to grow and sustain a viable business. One sign of ageism is providing training and other professional development opportunities to younger works over older ones.
California residents might like to know about the hiring bias that black and Latino workers face. One meta-study suggests that little improvement has been made over the years when it comes to eliminating this bias.