Glendale Legal Blog

While many California women are fans of Nike products, the massive sporting goods manufacturer is facing a lawsuit for gender discrimination in the workplace. The plaintiffs accuse the corporation of intentionally discriminating against women on the job in terms of wages, promotions and employment conditions. In addition, they also say that the company tolerated or ignored sexual harassment and assault, fostering a hostile workplace environment for women. Several former female employees filed the suit and are seeking recognition as a class-action case.

The former employees allege that they were passed over for promotion on the basis of gender discrimination. They said that women's performance was judged by harsher standards than those used for men, meaning that fewer women enjoyed perks like bonuses and stock options. They also cited complaints made to the company's human resources department about discrimination and sexual harassment, and they said that HR ignored or dismissed the complaints without thorough investigation.

While it is generally known that workplace harassment, including sexual harassment in the workplace, is illegal, it is still a common experience that many workers have. A 2018 study found that 81 percent of female workers and 43 percent of male workers have experienced some form of workplace sexual harassment at some point in their lives.

Part of the problem is that companies can make it very difficult or even impossible for workers to report incidents of sexual harassment in a safe way. In many cases, workers may fear retaliation in the form of losing their jobs or losing hours. For these companies, the number of reported complaints may be very small as a result. It is important to note, however, that a small number of reports does not mean that workplace sexual harassment or discrimination is not happening.

Employees in California and elsewhere may be interested in learning that women still face pregnancy discrimination in the workplace. In fact, many women find that their careers are halted when they become pregnant.

For example, one 30-year-old woman who was working at a Walmart distribution center in Georgia was told that she needed a doctor's note in order to take a break due to morning sickness. When she obtained a doctor's note saying that she could not do any heavy lifting due to her pregnancy, the supervisor suggested that she consider taking unpaid leave as her pregnancy was a "liability." Another woman, who worked for a large trading company, was told that there was no advancement in the company available due to her age and the fact that she was preparing to have a child.

You've been working for a particular California company as an independent contractor for quite some time. You are happy with your wages and generally satisfied with your work environment, except that you believe you should actually be classified as an employee of the company, not an independent worker. Some people might ask you why you care as long as you have a job and are earning income.

You can tell them that you are definitely not the only one who cares because the Internal Revenue Service takes misclassification of workers quite seriously. There are several factors that help determine whether you're a de facto employee or a freelancer. Understanding the difference and knowing what options are available to help rectify a problem situation can keep the IRS off your back and your employer on the straight and narrow.