Allred, Maroko & Goldberg
323-302-4774

Employment Law Blog

#MeToo Must Be Inclusive

In the wake of the #MeToo movement, the list of wealthy and powerful men who have been outed as sexual harassers, abusers and predators continues to grow. While high-profile cases involving ousted CEOs and shamed Hollywood producers dominate media headlines, those involving less high-profile industries, such as the aggressive fast-food manager or inappropriate hotel guest, are rarely reported.

#MeToo has empowered many women to speak out about the sexually explicit comments they endure or physical assault they experience. For women who work minimum- or low-wage jobs — a disproportionate percentage of whom are Hispanic and black — sexual harassment remains a pervasive problem.

Cheerleaders File Sex Discrimination Suit Against Houston Texans

In the #MeToo era, working women in a range of jobs and industries are saying, "Enough." In a recent, shocking example, six former cheerleaders have taken legal action against the Houston Texans football team and cheerleading coach, alleging they worked in a hostile environment where body shaming, intimidation and bullying occurred regularly. This type of treatment is considered sexual harassment, a form of sex discrimination, and is illegal under federal law.

Employees With Hidden Disabilities Often Suffer Discrimination

From chronic pain and fatigue to disruptive headaches and mood swings, millions of U.S. adults suffer from disabling and hidden or invisible medical conditions. For these individuals, daily life can be a struggle as their disability permeates all aspects of their lives, including their ability to get and keep a job.

While most workers are aware of the legal protections afforded to employees who have more visible physical disabilities, a much smaller percentage understand that these protections also apply to workers with less visible disabilities.

U.S. Workplaces Not Immune To Acts Of Religious Discrimination

Founded on the principles of equality and freedom, the United States is frequently referred to as a cultural melting pot. Spanning from California to New York, our country’s rich and diverse landscape is comprised of people of varying nationalities, ideologies, races, and religions. While this diversity is traditionally celebrated as a positive and defining attribute, members of some racial and religious minorities suffer harassment and discrimination in both their personal and professional lives.

In a recent ProPublica poll of some 3,000 Jewish, Muslim, and Sikh New York City residents, nearly 40 percent reported suffering acts of verbal and physical harassment, discrimination, or assault. These acts spilled over into victims’ workplaces, with many reporting extreme emotional distress and financial losses.

Pregnancy Discrimination Exposed at Large U.S. Companies

While both state and federal laws protect women against workplace discrimination based on pregnancy or birth, the reality is that companies of all sizes systematically ignore these laws to protect their bottom line. Even some of the bigger companies in the U.S. are guilty of this type of discrimination, and it is part of a larger problem that women face in the workplace.

Uncovering The Truths Behind The Gender Pay Gap

Most of us would never think to ask someone - much less a co-worker - how much money he or she makes. In fact, in most U.S. workplaces, the subject of salary and pay remains taboo. With the impetus of the "Me Too" movement, however, the subject of pay and, specifically, the disparity between how much female employees earn versus their male counterparts is getting more attention.

For more than 50 years, women have been an important fixture in workplaces throughout the U.S. Today, nearly 50 percent of U.S. women work outside the home and a record number hold managerial and executive positions. When it comes to pay and overall compensation, however, statistics show that female employees consistently lag behind.

U.S. Supreme Court Strikes A Blow Against Workers' Rights

This past May, in a 5-4 decision, the U.S. Supreme Court ruled that employees must comply with arbitration clauses in their employment contracts. Those clauses require plaintiffs to resolve legal disputes with their employers through arbitration instead of joining other employees in class action lawsuits.

In doing so, the court rejected the employees' argument seeking to overcome their employers' arbitration clauses. The employees had unsuccessfully urged the court to rule that the arbitration clauses were precluded by federal labor laws.

IBM Accused Of Systematic Age Discrimination

In previous decades, the real-life and on-the-job experience that workers 40 and older brought to the workplace was valued by employers that, in an effort to retain seasoned workers, willingly doled out promotions and higher salaries. This included technology companies like IBM.

Today, newer high-tech companies like Facebook, Google, Apple and Amazon thrive on business models driven by innovation as these companies capitalize on their ability to anticipate and quickly adapt to economic and market shifts and changes. These high-tech companies also widely attribute their success to their ability to attract and retain skilled millennial employees.

The Pregnancy Discrimination Act Turns 40 – What’s Changed, What Hasn’t?

It’s been 40 years since members of the United States Congress signed into law legislation known as the Pregnancy Discrimination Act of 1978. The passage of the PDA came on the heels of a U.S. Supreme Court decision in which the court sided with General Electric, upholding a lower court’s ruling that GE’s temporary disability benefits could exclude pregnancy and childbirth.

The Supreme Court based its decision in part on the notion that not all female employees become pregnant and therefore, pregnancy and childbirth were not subject to the provisions set forth in the 1964 Civil Rights Act, which explicitly bars sexual discrimination in employment settings.

A reckoning for women in the workplace

From Hollywood producers and media moguls to Washington politicians and boardroom executives, the recent “Me Too” movement has brought down some of the wealthiest and most powerful men in the country. While the sexual harassment and abuse allegations and lawsuits against Harvey Weinstein, Matt Lauer, Bill Cosby and President Trump make headlines, the “Me Too” movement is also shining a light on millions of other women who have been subjected to lewd comments, inappropriate touching and physical assault in the workplace.

If you are an employee who has or is experiencing sexual harassment at work, it’s important to understand your rights and the steps you can take to enforce those rights. No employee, regardless of profession, position, income or sexual orientation, should tolerate sexual harassment. Moreover, sexual harassment in an employment setting is illegal and legal action should be taken to hold perpetrators and condoning parties accountable.

Contact Us for a Confidential Review of Your Case

Do you believe you are a victim of an employee rights violation or other injustice? Contact our firm for a case evaluation. Ask about our experience with confidential pre-litigation settlements and our previous courtroom successes.
We can be reached in Los Angeles at 323-302-4774 and New York at 212-202-2966.
Se Habla Español

Bold labels are required.

Contact Information
disclaimer.

The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.

close

Privacy Policy

Email Us

Allred, Maroko & Goldberg

Los Angeles
6300 Wilshire Boulevard, Suite 1500
Los Angeles, CA 90048

Phone: 323-302-4774
Fax: 323-653-1660
Map & Directions

New York
305 Broadway, Suite 607
New York, NY 10007

Phone: 212-202-2966
Map & Directions