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The largest and only national DFEH case to date, the case was resolved by a settlement agreement (Consent Decree) which included an $8.73 million payment, of which $6.73 million were equally distributed to individuals nationwide who applied for testing accommodations on the LSAT from January 1, 2009, through May 20, 2014.
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.
The case management program caused investigators to duplicate some of their work, had frequent system crashes, and created a 1,200-case backlog. [11] The Senate Rules Committee documented Cheng's shortsighted attempts to quicken investigations by nixing face-to-face interviews. [12] Prior to the release of this report, Cheng abruptly resigned. [13]
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 ...
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.