A transgender worker who was mistreated and ultimately fired by Woodbridge Group because she was transgender has been awarded $12.5 million. The employee, Kaila Alana Loyola, worked at Woodbridge Group of Companies LLC as a document processor. During that time, her supervisor, Lianna Balayan, did research on the internet to learn the woman's birth name and background. When she discovered that the employee was transgender, she began referring to her by her male birthname and repeatedly subjected her to cruel jokes, mockery and scorn. Company owner and President, Robert Shapiro, instructed Ms. Balayan, "no more hiring trannies." The employee was fired after ninety days of employment.
The short answer is, "no." An employee cannot terminate a disabled or injured employee just because their FMLA leave expires. At that point, the question becomes whether continuation of the leave beyond 12 weeks is a reasonable accommodation for a disability. In other words, if it doesn't pose an undue hardship on the employer, then the employee must be allowed sufficient time to recover and return to work, with or without further accommodations.
On May 14, it was reported that Chipotle Mexican Grill Inc. settled with a California former manager after she claimed that the company wrongly terminated her. According to the lawsuit, the woman was accused of stealing $626 from a safe at one of the company's restaurants.
Say you had a medical issue or injury, work-related or not. At some point, you may have reached out to your employer about working with some restrictions. Your supervisor might believe that certain restrictions will prevent you from performing the job as needed, emails HR and indicates an inability to accommodate the restrictions. It is then communicated to you that the you cannot work until you are fully recoverd, or 100% healed. This position by the employer would be a failure to engage in the interactive process to determine reasonable accommodations for your disability.
Every person is unique and so is their pregnancy. Some pregancies are more difficult than others. While pregnant, many women are diagnosed with a pregnancy-related disability, such as pregnancy-induced hypertension, morning sickness, or gestational diabetes. Women who are suffering from these conditions will often need to take time off from work to avoid further complications.
Employers in California are not required by law to provide severance pay to anyone who is laid off or terminated (some exceptions apply). However, if your employer has provided you with a severance package, you should consider negotiating your severance and release terms, especially if you believe that you have been wrongfully terminated. Remember, it is unlawful for California employers to fire employees because of disability, gender, race national origin, disability, religion, sexual orientation, pregnancy or age. Whistleblowers reporting unsafe working conditions or illegal conduct are also protected.
The Ninth Circuit court in Rizo v. Yovino held recently that an employer cannot pay a female employee less than a male employee for the same work simply because the female employee made less money in a prior position. This holding changed the court's prior ruling and changed the law in a way that is designed to eliminate gender-based pay gaps.
Let's take a hypothetical example of a case to understand when you might have a case against your employer.
We may not have a definite answer as to why sexual harassment continues to occur at work, but we do know that both state and federal laws are on your side and protect employees from sexual harassment at work. Workplace sexual harassment can be defined as an unwelcome sexual advance or conduct of a sexual nature which unreasonably interferes with an employee's performance of his or her job duties, creating an intimidating, hostile, or offensive work environment.
First, know the basic rule: All work performed in excess of 40 hours in one week is considered overtime and must be paid at one and a half times (1.5x) your regular rate or pay. Let's say your pay is $15 an hour and you work 50 hours in one week, you should be paid $22.50 for any work performed over 40 hours in a week. Thus, you would be owed $600 in regular pay (40 hours x 15) and $225 in overtime pay (10 hours x $22.5).