Los Angeles Employment And Labor Newsletters

Male Sexual Harassment in the Workplace

Sexual harassment is often thought of as a female being targeted with unwelcome sexual advances by a male co-worker or supervisor, or a female being subjected to inappropriate comments and jokes made by males in the workplace. However, men can be victims of sexual harassment, too. In workplaces around the country, sexual harassment is perpetrated by both males and females, and both men and women are victims. What Is Sexual Harassment? Sexual harassment includes any unwelcome contact of a sexual nature that interferes with an employee’s work performance or creates a hostile work environment. The unwelcome contact might be verbal, physical or visual in nature, and it can be directed from male to female, male to male, female to male, or female to female. More Male Victims Are Speaking Out U.S. Equal Employment Opportunity Commission spokesman David Grinberg was quoted by various media outlets in 2007 as saying that sexual…
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How Can I Protect Myself from Retaliation on Social Media?

Answers from a Los Angeles Employment Attorney The role of social media is growing increasingly large in every area of law, and labor law in particular is still adapting to the precipitous growth of social media websites. Services such as Facebook, Twitter and blogs offer the ability to express your thoughts and emotions to every person you know, and even some you do not. While these websites can be useful for sharing good news, it’s also natural to want to voice complaints or concerns as well. Some individuals may even consider using social media as a method for whistle blowing. Though you do have the right to post almost anything you would like, it is important to know what is protected to avoid retaliation or termination. Safety in Numbers Certain workplace rights are protected under the National Labor Relations Act (“NLRA”) of 1935. In particular, the law states that: “Employees…
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The California Family Rights Act And How It Affects You

The California Family Rights Act (CFRA) also goes by the name of the Moore-Brown-Roberti Family Rights Act of 1993. The CFRA makes it illegal for employers to refuse to give employees time off if they request it for family or medical care. Family care includes the birth of a child, bonding with the child, or the adoption of a child. Medical care can involve either caring for family members with serious medical conditions or caring for an employee’s own medical problems. If you are facing a family or medical problem and you are concerned for your job security, a Los Angeles employment attorney can explain your rights under the law. Facts About The CFRA To be eligible, employees must have worked for their employer for a total of 12 months and have worked 1,250 hours in the year prior to their request for leave. The employee must also have worked…
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Los Angeles City Council Member Accused of Sexual Harassment

A Los Angeles Employment Attorney Discusses this News Story The Los Angeles Times recently reported that a former staff member has accused a city council member of sexual harassment. At the time of the report, the claimant had not yet filed the lawsuit. This complaint marks the first public reveal of allegations against this council member, and follows the recent resignation of San Diego major Bob Filner after several women charged him with sexual misconduct. Allegations of Harassment Former high-level aid Francine Godoy alleged that city council member Jose Huizar repeatedly made advances towards her during the course of her employment, which caused her to suffer a hostile work environment because she refused his advances. This includes Huizar asking Godoy “impermissible non-job related questions.” Godoy also stated that she experienced a damaged reputation and wrongful termination that resulted from the city council member’s actions. The Times noted that Godoy is…
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