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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.
Effective January 1, 2013, among other changes, the bill amends the FEHA to: (1) eliminate the Fair Employment and Housing Commission and replace it with a Fair Employment and Housing Council within the department; (2) transfer the commission's regulatory function to the Department's Council; and (3) end administrative adjudication of FEHA claims.
A formal class action lawsuit was filed on behalf of the shareholders on August 3, 2021, in the United States District Court for the Central District of California, asserting that in light of the claims brought by DFEH's suit, Bobby Kotick and other senior management had failed to provide proper oversight to prevent the situations outlined in ...
Baldoni then sued Lively and Reynolds on claims of civil extortion, defamation, and invasion of privacy. Watch the resurfaced clip below. Image credits: Blakeand Leightoncom.
California FAIR tried to assure worried homeowners that it would be able to handle the claims that this week’s massive fires will produce. “The FAIR Plan, which is primarily a catastrophe ...
The Unruh Civil Rights Act (colloquially the "Unruh Act") is an expansive 1959 California law that prohibits California businesses from engaging in unlawful discrimination against all persons (consumers) within California's jurisdiction, where the unlawful discrimination is in part based on a person's sex, race, color, religion, ancestry, national origin, age, disability, medical condition ...
Claim: Trump’s executive order ‘restored’ high standards for air traffic controllers “As you know last week, long before the crash, I signed an executive order restoring our highest ...
In United States employment discrimination law, McDonnell Douglas burden-shifting or the McDonnell-Douglas burden-shifting framework refers to the procedure for adjudicating a motion for summary judgement under a Title VII disparate treatment claim, in particular a "private, non-class action challenging employment discrimination", [1] that lacks direct evidence of discrimination.