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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.
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.
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 ...
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 ...
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 lawsuit asserts that because of Activision-Blizzard's weakened position resulting from the workplace harassment lawsuit from the California DFEH, that Microsoft negotiated with Kotick and Activision-Blizzard to buy the company at a reduced price.
Activision Blizzard also came under scrutiny by the California DFEH in July 2021, where they filed a legal complaint against the company based on a two-year investigation for maintaining a "frat boy" culture that promoted sexual misconduct against female employees within the company and discouraging promotions of women.
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".