The adage goes, "There's three sides to everything, your side, their side and the truth." The California woman who earned the moniker the "nightmare nanny" has now offered her version of events that led up to her employment crisis with the family from Upland. The 64-year-old woman said during interview with Los Angeles media stations KNX 1070 and KTLA that she was being exploited by her employers, forced to work extended days without a break and that the family attempted to feed her dog food. She told one interviewer, "They were the ones that were trying to exploit me as if I was some poor migrant worker from a foreign country that they could just exploit and work 24/7."
Laws protect Los Angeles employees from unwelcome sexual conduct in the workplace. Sexual harassment does not have to include physical contact. However, when quid pro quo harassment -- sexual favors in exchange for advancing in or keeping a job -- does occur, an employee's job status is dependent on giving in to unwanted advances.
A former software engineer has filed a California employment lawsuit against Yahoo Inc. and the company's senior engineering director. The plaintiff alleges the female boss pressured the worker, also female, to have sex with her on several occasions. As a "reward" for the favors, the employee was promised a "bright future" with Yahoo.
When individuals need leave from their job, there are invariably a multiplicity of dynamics play. Those include the needs of the employee, the needs of the employer, and governing law including the Family and Medical Leave Act, commonly referred to as the FMLA. In order to make sure that the interaction of those dynamics is successful, there has to be excellent communication between all involved parties.
A recent example involved a woman who worked at a residential care facility. She contacted her manager to ask for time off in order to spend time with her daughter, who needed treatment for thyroid cancer. When the woman submitted an FMLA form seeking the leave, she left a question about how long she expected the covered leave to go blank.
Los Angeles independent contractors are self-employed. Benefits regular employees receive, like health insurance and workers’ compensation, aren’t available through employers for contractors, who are supposed to control when and how they work. Some employers try to save money by treating contract workers like regular employees, without providing contractors with the same benefits.
Employee misclassification is one complaint striking California commercial truck drivers have made against three West Coast transportation companies. The truckers conducted three earlier strikes, none lasting longer than two days. The current strike, supported by the Teamsters union, is open-ended – drivers don’t plan to stop striking until the firms make changes.
A Los Angeles workplace can become uncomfortable and eventually unbearable when an employee is subjected to abuse. Victims of sexual harassment are men or women forced to work in environments where unwelcome sexual advances, gestures, images and verbal or written conversations occur. Employers can be liable for failing to prevent or act to stop harassment.
A woman is suing the company she helped start. The ex-marketing vice president at widely-liked mobile dating app Tinder named her former department chief, the company and parent companies Match.com and IAC in a sexual discrimination and harassment lawsuit. The executive claimed she was the target of disparaging comments and messages by the head of Tinder marketing.
Employees often need help to understand what their rights and responsibilities are when taking a leave of absence from work or returning from that leave. Those rights and responsibilities are governed by the federal Family and Medical Leave Act and its counterpart in California, the California Family Rights Act. Although many employee questions center on when they can take leave and for how long, it is also important to know what can happen when returning to work.
The California Court of Appeals recently gave clarification in that regard. The court ruled that even though the laws require employers to accept certifications from employee health care providers about the employee's fitness for duty, employers may take another step. That additional step is requiring employees to be evaluated for fitness for duty after the employees return from FMLA leave.
Workers under protected classes designated by state and federal employment laws may not be discriminated against by Los Angeles employers. In California, it is illegal for employers to mistreat workers due to sexual orientation. Provisions within the Constitution permit religious groups to bypass the rules that apply to secular employers.
A ministerial exception doctrine has been used successfully by religious organizations to justify worker discrimination. First Amendment religious freedom clauses have been interpreted to mean that the government cannot dictate the hiring and firing choices of non-secular employers. The New York Times reported a 2012 U.S. Supreme Court ruling that supported the firing of a Lutheran schoolteacher with narcolepsy, because a small portion of her work included "ministerial" duties.
Employees who communicate legitimate complaints about things they claim are improper at their workplace are supposed to be legally protected from any kind of retaliation. However, sometimes that retaliation is alleged to occur in spite of legal protections, resulting in whistleblower protection cases. One such case is currently being investigated by U.S. Office of the Special Counsel.
The case involves 37 whistleblowers, all at the Department of Veterans Affairs. It includes VA employees in 19 states including California. The OSC declined to identify specific VA facilities within those states that are involved in the case. However, an OSC spokesperson did say that the VA has a particularly high reprisal rate within the federal government. He expressed concern about the volume of retaliation complaints.
Older employees can offer Los Angeles employers a high level of experience to complement new ideas from younger workers. Ideally, employees at different life stages work together to help companies reach their goals, but the ideal isn't always the reality. Some older workers are treated like dead weight.
Businesses sometimes see older employees as workers to be winnowed out, rather than rich resources. Since laws forbid age discrimination, companies may find other ways to boot an older person out the door. An employee can suffer harassment until going to work feels so miserable, the worker quits.
Many businesses in the United States have workforces that are not balanced in regards to gender. In some, women are underrepresented and in others, men are underrepresented. Sometimes such under-representation can result in discrimination claims.
Correspondingly, major companies are under increasing pressure to release data about their workforces so the demographics can be known. Google, after talks with Rev. Jesse Jackson and others, made data about the ethnic and gender makeup of their workforce public. That data showed that the company is 70 percent men and 30 percent women. It is also 61 percent White and 30 percent Asian, along with 3 percent Hispanic and 2 percent African American.