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The California Civil Rights Department (CRD) (formerly known as the Department of Fair Employment and Housing (DFEH)) is an agency of California state government charged with the protection of residents from employment, housing and public accommodation discrimination, and hate violence.
California law and the FEHA also allow for the imposition of punitive damages [9] [10] when a corporate defendant's officers, directors or managing agents engage in harassment, discrimination, or retaliation, or when such persons approve or consciously disregard prohibited conduct by lower-level employees in violation of the rights or safety of the plaintiff or others.
A separate lawsuit using information discovered by DFEH was filed by attorney Lisa Bloom on behalf of a current employee going as "Jane Doe" asserting that she faced discrimination and harassment at Activision Blizzard, was discouraged from reporting incidents to management, and faced repercussions in her employment status when she did report ...
The California Fair Employment Practices Act (FEPA) was a statute passed and enacted in 1959 that barred businesses and labor unions from discriminating against employees or job applicants based on their color, national origin, ancestry, religion, or race.
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[8] Discrimination complaints can be based on hiring, firing, promotions, harassment, training, wages, and/or benefits, [9] and responsibility covers: [10] Title VII of the Civil Rights Act of 1964; Sections 102 and 103 of the Civil Rights Act of 1991; Pregnancy Discrimination Act; Equal Pay Act of 1963; Title I of the Americans with ...
Sexual harassment in the workplace in US labor law has been considered a form of discrimination on the basis of sex in the United States since the mid-1970s. [1] [2] There are two forms of sexual harassment recognized by United States law: quid pro quo sexual harassment (requiring an employee to tolerate sexual harassment to keep their job, receive a tangible benefit, or avoid punishment) and ...
The McDonnell Douglas case established that, in an employment discrimination case: The plaintiff (employee) must first establish a prima facie case of discrimination. [9] The defendant (employer) must produce evidence of a legitimate non-discriminatory reason for its actions. If this occurs, then the presumption of discrimination dissipates. [11]
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