sex discrimination

14 Oct Sexual Harassment Bills Become Law

Governor Newsom has signed a suite of sexual harassment bills that will now become law. The legislature passed the three bills a while back, but Newsom's predecessor, Governor Jerry Brown, vetoed them. While advocates were optimistic Newsom would reverse course and sign them, the bills lingered on the Governor's desk for several months. After a prolonged pressure campaign from #MeToo advocates and the California Employment Lawyers Association, among others, Newsom signed the bills into law, less than a week before the deadline. The sexual harassment assembly bills: what they would do Assembly Bill 9 will extend the statute of limitations for sexual harassment claims from one year to three years. In addition, Assembly Bill 51 will limit the use of mandatory arbitration clauses in the employment context. Finally, Assembly Bill 749 will prohibit the use of "no rehire" clauses. Some believe these updates were long over due, others are less enthusiastic Taken together, advocates hope these changes will make it easier for victims of sexual harassment to fight back. Conversely, business interests, such as the California Chamber of Commerce, have concerns. They claim the new laws will be job killers. By expanding employees' rights, they argue, the bills will invite increased litigation against California employers. This would make doing business in California more expensive, they contend. This may be true, but there are also costs to sexual harassment in the workplace. Accordingly, some of the concern from the business community may be shortsighted. If the changes have the desired effect, they could a boon to business in the long term. The fight against sexual harassment continues After helping these sexual harassment bills become law, advocates will turn their attention to other anti-sexual harassment efforts. While these changes to the law will help to fight against sexual harassment, there is still a long way to go. If you believe you've been the victim of sexual harassment, contact the Khadder Law Firm today for a free consultation. For updates on these new laws and more, follow us on Twitter....

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14 Oct Title VII sex discrimination oral arguments

The Supreme Court heard oral arguments in two landmark Title VII sex discrimination cases on October 8, 2019. The two cases involve whether Title VII prohibits employment discrimination based on sexual orientation and gender identity. The Court's decisions in these cases could transform federal employment discrimination law. Bostock v. Clayton County Georgia: Does Title VII's sex discrimination provision prevent employers from discriminating against gay employees? The first of the cases was Bostock v. Clayton County Georgia. This case is actually two cases that the court consolidated because they raise the same issue. The Bostock plaintiff was an employee of Clayton County in Georgia. When the county found out he was gay, it fired him. The Plaintiff sued the county, arguing it unlawfully discriminated against him for being gay. The county argued that Title VII does not cover sexual orientation. At the Supreme Court, the plaintiff's argument started with the text of Title VII, which prohibits discrimination "because of...

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