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A separate sexual harassment complaint by another worker involving the same company and the same supervisor was filed and resolved with the federal Equal Employment Opportunity Commission in 2013. After the allegations were investigated and substantiated by the DFEH, a complaint was filed in Stanislaus Superior Court in Modesto, California.
DFEH also stated that the settlement would impact its case and filed their own formal complaint to challenge the settlement. DFEH said that the settlement would remove the employees from protection of California's law which is outside of the jurisdiction of the EEOC, and that provisions of the settlement would allow destruction of evidence ...
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.
In February 2022, the California Department of Fair Employment and Housing (DFEH) sued Tesla for "discriminating against its Black workers" after it "received hundreds of complaints from Tesla workers" and "found evidence that Tesla's Fremont factory is a racially segregated workplace where Black workers are subjected to racial slurs and ...
Phyllis Cheng. Phyllis W. Cheng is an American lawyer providing mediation, investigation and expert witness services in Los Angeles, California.She retired as a partner from DLA Piper LLP (US), a global law firm, where she practiced employment law representing businesses. [1]
The California Department of Fair Employment and Housing is suing automobile manufacturer Tesla for alleged racial discrimination and harassment. “After The post California sues Tesla for ...
Intentional infliction of emotional distress (IIED; sometimes called the tort of outrage) [1] is a common law tort that allows individuals to recover for severe emotional distress caused by another individual who intentionally or recklessly inflicted emotional distress by behaving in an "extreme and outrageous" way. [2]
The average time for the NLRB to decide upon complaints of unfair labor practices had grown to 483 days in 2009 when its last annual report was written. [271] Third, if a union does win majority support in a bargaining unit election, the employing entity will have an "obligation to bargain collectively".