A few weeks ago, the California state legislature passed a bill that unequivocally prohibits employers from using an employee's prior salary, even in combination with legitimate factors, to justify a gender- and race-based pay differential for performing the same or similar work. The new legislation, which California Governor Jerry Brown signed into law on July 18th, reflects a welcome trend both at the federal and state levels to combat a common pay practice that has perpetuated the gender pay gap for decades: basing new employee compensation on the applicant's salary history.
In a groundbreaking en banc decision, the Second Circuit became the second appellate court to hold that Title VII recognizes sexual orientation discrimination claims as impermissible sex discrimination per se. Zarda v. Altitude Express, Inc. also expressly overturned the Circuit's prior holdings in Simonton v. Runyon and Dawson v. Bumble & Bumble, deepening a circuit split over the question.
Although Doug Jones' victory over Roy Moore in Alabama last week was by the smallest of margins (Jones won by just 0.5 percent), we can view this as part of a turning tide for American working women, for women professionals, political leaders, social leaders and the great mass of female American employees who turn the cogs of our economy.
What happens when victims of sexual harassment reach out to a lawyer, and what are some of the roadblocks stopping victims from coming forward? Individual Practice Area Associate Nina Frank was interviewed at Levo and answered common questions about sexual harassment in the workplace, what the law covers, and what victims can do.
Co-Written by Outten & Golden LLP Law Clerk Ryan Elias
Gender equality in the workplace and eliminating the gender pay gap are hot topics in the news, with some large brands capitalizing on the discussion to attract female consumers. Using flashy ads, social media campaigns, and press releases, companies say that they're committed to making meaningful cultural changes in their workplaces.
Women often find themselves in a workplace culture dominated by traditionally male values, approaches to work, and ways of measuring success. To be included, accepted and advanced, women in a wide variety of professions, including finance, technology, medicine, and the law, must walk a fine line between seeking acceptance and ensuring equal treatment.
Donald Trump makes us cringe, but like a stopped clock, he's right once in a while. He says a woman who experiences workplace sexual harassment should find an other job, or even an other career. All too often, that is exactly what happens. Allow us to explain.
The U.S. trucking industry is a paradox. With a growing shortage of drivers, trucking companies desperately need to put more people behind the wheel. At the same time, an increasing number of women are looking to enter the industry, eager for the opportunity. Instead of being welcomed, however, many encounter a hostile work environment, including egregious sexual harassment.
We have learned a lot in the few short days since Gretchen Carlson, former for News anchor, filed her lawsuit alleging sexual harassment and retaliation against for CEO Roger Ailes. While the allegations underlying the lawsuit may not be particularly surprising to anyone who knew anything about Ailes or the culture of for News, the fact that a lawsuit was filed, and the way it was filed, demonstrates remarkable legal ingenuity and personal bra very. The Carlson lawsuit underscores just how high the chips are stacked against women coming forward to report harassment and discrimination, but also may give us a roadmap to even those odds.