New CA Case Holds That Employer Should Have Accommodated Employee’s Scheduling Needs So That He Could Care For His Disabled Son

Does an employer need to reasonably accommodate an employee’s shift scheduling requirements to enable the employee to tend to the medical needs of his son?  The court in Castro-Ramirez v. Dependable Highway Express, Inc., 2 Cal. App. 5th 1028 (Aug. 29, 2016), answered that question “yes.” In this case, the plaintiff had informed his manager upon hire that he had daily obligations at home related to

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New Regulations Require Most CA Employers to Update their Anti-Discrimination and Anti-Harassment Policies by April 1st

The California agency tasked with enforcing the state’s anti-discrimination, anti-harassment, and anti-retaliation laws, the Department of Fair Employment & Housing (DFEH), has recently implemented new regulations that will require California employers with five or more employees to revise their workplace policies and/or employee handbooks by April 1, 2016.  Specifically, the regulations require employers to say more to employees about the topics of anti-discrimination and anti-harassment

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Jury Awards Fired Pregnant Worker Nearly $185 Million

Plaintiff Rosario Juarez sued her former employer, AutoZone Stores Inc., for demoting her and ultimately terminating her after she announced her pregnancy in 2005.  According to Juarez, when she informed her district manager that she was expecting, the manager responding by saying, “Congratulations…I guess.  I feel sorry for you.”  Juarez alleged that the company subsequently doubled her assigned list of tasks, making her work day substantially

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Jury Awards $240 Million in Disability Discrimination Case Involving Severe Abuse of Workers with Intellectual Disabilities

The Equal Employment Opportunity Commission has announced its largest jury verdict in the federal agency’s history–$240 million–in a case in which an Iowa jury found Hill County Farms liable for subjecting 32 men with intellectual disabilities to substantial abuse and discrimination. According to an EEOC press release, available here, the agency presented evidence that for years, the owners and staffers of the defendant company “subjected the

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California Court Reaffirms Employers’ Obligations to Accommodate Pregnant Employees

In Sanchez v. Swissport, Inc., — Cal. App. — (Cal. App. 2d Dist. Feb. 21, 2013), the California Court of Appeals for the Second District held that California employers’ obligations as to employees requiring medical leaves of absence caused by pregnancy-related disabilities do not end at allowing a four-month leave of absence–and can instead include permitting employees suffering from pregnancy-related disabilities significantly more leave time. In

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In Wake of Harris, Jury Awards $21.7 Million to Disabled Employee in Discrimination Case

Despite the California Supreme Court’s ruling in Harris v. City of Santa Monica, discussed in detail Here, in which the Court stated that plaintiffs in employment discrimination cases must prove discrimination was a “substantial factor motivating a termination of employment, and when the employer proves it would have made the same decision absent such discrimination, a court may not award damages, backpay, or an order of reinstatement,” 

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