Employment Law Blog

We regularly hear news stories of employees suffering sexual harassment in the entertainment, financial and tech industries. And these industries do have a lot of work to do to fix these frequent injustices.

However, studies show that women in some less glamorous industries suffer workplace harassment in even greater numbers. Employees in the food and retail industries suffer the highest rates of sexual harassment, but their stories go largely unreported and unheard.

California recently passed a bill that prevents employers and schools from discriminating against an individual based on their natural hair type, texture or style. Hair styles tend to be closely tied to race. Therefore, discriminating against a certain hair type indirectly discriminates against a particular race of people. This bill aims to end racial discrimination that has been cloaked under the language of dress codes.

The bill is called the Crown Act which stands for “Create a Respectful and Open Workplace for Natural Hair.” Similar bills have been introduced in New Jersey and New York. The New York bill passed in February and applies to workplaces, schools and public accommodations.

Prominent chef Thomas Keller of the famed Michelin starred restaurants The French Laundry and Per Se was recently released from allegations of pregnancy discrimination from former employee Vanessa Scott-Allen.

Scott-Allen was seeking $5 million in damages, claiming that she lost her position due to her pregnancy. She had intended to transfer from New York’s Per Se, where she worked as head server (captain), to California’s The French Laundry. She completed the company’s internal transfer form, agreed to start in April, moved across the country and informed the restaurant group of her pregnancy. However, Scott-Allen was never hired for the new position. Was she pushed out because of her pregnancy?

Most California employees are able to draw distinct lines between their personal and professional lives. There are times, however, when family-related situations and emergencies make it difficult or impossible to continue to work. Thankfully, legal protections allow eligible employees to take the time they need off of work without fear of losing their jobs or experiencing other types of retaliatory actions.

What does the Family and Medical Leave Act mean for you?