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Snap Inc. and California’s Civil Rights Department have reached a $15-million settlement to resolve allegations of sexual harassment, discrimination and retaliation at the Santa Monica-based ...
Snapchat Inc. will pay $15 million to settle a lawsuit brought by California’s civil rights agency that claimed the company discriminated against female employees, failed to prevent workplace ...
The lawsuit sought a jury trial to review the EEOC's charges of pervasive sexual harassment and discrimination, as well as an injunction for the company to cease unlawful behavior and pay restitution to affected employees. That day, Activision Blizzard announced it had reached a settlement with the EEOC, pending judicial approval.
Her lawsuit requested an unspecified amount in economic and non-economic damages for lost pay, medical expenses, emotional pain, anxiety and depression caused by the discrimination and retaliation ...
Case history; Prior: White v. Burlington Northern & Santa Fe Railroad Co., 364 F.3d 789 (6th Cir. 2004). Holding; The anti-retaliation provision (42 U. S. C. §2000e–3(a)) under Title VII of the Civil Rights Act of 1964 does not confine the actions and harms it forbids to those that are related to employment or occur at the workplace.
[3]: 12, 21 The EEOC investigates discrimination complaints based on an individual's race, color, national origin, religion, sex (including sexual orientation, pregnancy, and gender identity), age, disability, genetic information, and retaliation for participating in a discrimination complaint proceeding and/or opposing a discriminatory practice.
Over the last decade, the agency has won settlements in 171 race discrimination suits involving Black workers, 59 cases involving Latino victims, 12 involving Asian victims and six involving white ...
In the case, a supervisor is defined by the ability to take a Tangible Employment Action. A Tangible Employment Action makes the company vicariously liable because the agency relationship was used to take the action. In alleged sex discrimination cases without a Tangible Employment Action, employers may prove that:
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