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California Worker Freedom Act Explained (SB 399)

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SB399: The Worker Freedom From Employment Intimidation Act

California has long been a legislative trailblazer, driving progressive reforms that protect employees’ rights and promote workplace equity. The introduction of Senate Bill 399, also known as the California Worker Freedom from Employment Intimidation Act (the Act), is yet another step toward ensuring that employees can work free from coercion or fear.

This blog unpacks the intricacies of California Senate Bill 399 and what it means for employees across the state. Whether you’re an employee concerned about workplace protections or an employer navigating compliance, this guide helps clarify the Act’s key provisions, its impact, and its implications for the future of the workforce in California.

What Is California Senate Bill 399?

California Senate Bill 399 (SB 399) addresses a critical issue that many workers face but may not openly discuss—intimidation or coercion by employers during work hours, especially regarding personal beliefs, political activities, or unionization efforts. Championed by labor advocates, SB 399 makes it illegal for California employers to compel workers to participate in meetings or activities unrelated to their job performance, particularly if those meetings involve political or religious discussions.

Titled the “California Worker Freedom from Employment Intimidation Act,” the bill seeks to draw a line between professional obligations and personal autonomy, highlighting the state’s commitment to defending the rights of its workers.

How the Act Affects California Employees

For California employees, SB 399 represents a significant victory. Under the Act, employers are restricted from requiring workers to attend or engage in activities where political or religious positions may be endorsed or mandated. This change empowers employees with the freedom to maintain their personal beliefs without feeling pressured to conform to their employer’s stance.

For example, imagine being asked to attend a mandatory meeting endorsing a particular political candidate or initiative unrelated to your role. Under SB 399, such coercion is now prohibited, giving workers the peace of mind that their job security does not hinge on aligning with their employer’s political or religious preferences.

Key Provisions of SB 399

Here are the foundational protections and provisions of the Act:

  1. Prohibited Activities

According to SB 399, employers cannot require employees to participate in workplace meetings or discussions regarding:

  • Political issues or opinions
  • Religious beliefs or practices
  • Support or opposition to labor union activities
  1. Retaliation Safeguards

Any form of retaliation against an employee for refusing to participate in these discussions is strictly forbidden. This includes terminating, demoting, or discriminating against workers exercising their rights under the Act.

  1. Exemptions for Religious Organizations

Religious organizations are granted limited exemptions under SB 399. If an employer’s primary purpose is religious, conversations concerning faith may legally occur as part of the work environment, given that they directly relate to the organization’s mission.

  1. Employee Right to Recourse

Workers who believe their rights under the Act have been violated can pursue legal recourse. Employees may file complaints through California’s Labor Commissioner, or, in some cases, take legal action against their employer to seek compensation or remediation.

These provisions collectively aim to protect employees from unnecessary coercion in their workplace, ensuring their personal beliefs are not used as leverage by their employer.

The Legislative Pathway of SB 399

Every piece of legislation goes through a rigorous process before becoming law, and SB 399 is no different. Introduced by Senator Maria Elena Durazo, the bill garnered widespread support from workers’ advocates, labor unions, and civil rights organizations.

The California Legislature debated numerous elements of the bill, particularly its broader implications for employer-employee relationships. Proponents highlighted its role in improving workplace fairness, while critics raised questions about unintended consequences or challenges in enforcing the law. Ultimately, SB 399 was signed into law by Governor Gavin Newsom, solidifying California’s stance against workplace intimidation.

The Act’s Implications for Employers and Employees

SB 399 has implications for both employees and their employers. For employees, the Act guarantees stronger workplace protections, enhancing trust and equity. It fosters an environment where individuals feel safe to express themselves and retain their autonomy over personal beliefs.

For employers, SB 399 necessitates a careful re-evaluation of workplace policies. Conducting mandatory meetings or communicating organizational endorsements of political or religious beliefs can now present legal risks. Organizations must adapt their internal procedures to ensure full compliance with the Act’s requirements – missteps could lead to costly lawsuits or reputational damage.

Compliance and Implementation Guidelines for Employers

Employers can follow these steps to ensure smooth implementation and compliance with SB 399:

  1. Educate Leadership and HR Teams

Train leadership and HR staff to understand the nuances of SB 399. This includes clearly distinguishing between permissible workplace discussions and those that fall under the Act’s prohibitions.

  1. Update Employee Handbooks

Update company policies and employee handbooks to reflect the new rights protected under SB 399, ensuring transparency for workers.

  1. Develop Clear Complaint Mechanisms

Establish straightforward processes where employees can report suspected violations anonymously without fear of retaliation.

  1. Consult Legal Experts

Legal counsel familiar with employment law in California can assist in aligning policies with all facets of SB 399, reducing the risk of inadvertent violations.

By taking proactive steps, employers can ensure compliance while preserving an equitable workplace environment.

Future Outlook and Potential Revisions to SB 399

The passage of SB 399 sets a strong precedent for similar legislation at both the state and federal levels. Moving forward, policymakers may consider refining aspects of the bill, such as tightening its language to address potential loopholes or adding more robust enforcement frameworks.

Additionally, SB 399 is likely to spur conversations around balancing employer rights with employee protections beyond political or religious contexts. For example, as debates around workplace data privacy intensify, new legal developments could build upon the framework SB 399 has established.

Why SB 399 Matters for California Workers

California Senate Bill 399 represents a bold step forward in safeguarding worker freedoms. Far too often, the boundaries between professional obligations and personal beliefs can blur, creating environments where employees feel pressured to compromise their values. This Act affirms the rights of California workers to uphold their individuality without fear of retaliation or coercion.

By aligning workplace practices with this new legislation, California employers have the opportunity to lead by example and foster environments that respect diversity and encourage authentic employee engagement.

If you’re a California employee seeking further clarity on your rights or an employer looking to implement compliant practices, seek guidance from reputable legal professionals or labor organizations.

Chamber of Commerce Lawsuit to Stop Enforcement

The California Chamber of Commerce’s lawsuit to block SB 399 highlights the friction between protecting workers’ rights and preserving long-standing employer practices. The Chamber represents numerous business interests and has historically opposed legislation perceived as limiting employer authority or imposing new compliance burdens. Captive audience meetings, which the legislation seeks to restrict, have remained a tool for employers to disseminate messaging, particularly during union organizing efforts or discussions on workplace policies. By challenging SB 399, the Chamber aims to preserve these employer-led forums, which critics argue can coerce employees into engaging with one-sided rhetoric. This dynamic underscores the Chamber’s vested interest in maintaining practices that enable employers to control workplace narratives, often to the detriment of unbiased employee decision-making.

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Sarah Glenn: A Testimony of Resilience and Integrity

Forced arbitration clauses challenge consumers, employees. Helmer Friedman LLP aggressively protect your rights.

In September 2020, Sarah Glenn began her tenure as the Small Systems Certified Water Plant Operator for the city of Florence, Colorado. A professional, knowledgeable, and highly qualified woman in her field, Glenn brought unmatched integrity to her position. However, her time at the city’s water treatment plant was marred by repeated instances of sexual harassment, retaliation, and intentional infliction of emotional distress. The culprits? Two city employees, Lori Cobler and Brandon Harris.

Glenn attests that Brandon Harris, the city’s Water Superintendent and Operator since 2015, showed a history of improper behavior during his tenure. His record included infractions such as using government-owned equipment for personal use and working under the influence of alcohol. Despite these serious allegations, Harris was allowed to retain his position. A flagrant example of male privilege, his shortcomings, and malfeasance were swept under the rug, even as Glenn’s allegations of sexual harassment based on her sex were dismissed or outright ignored.

Moreover, Glenn was defamed by Lori Cobler, the city’s Finance Director and interim Human Resources Director. She spread false information about Glenn, damaging her reputation and work ethic and ultimately leading to her termination.

Title VII of the Civil Rights Act of 1964 and the Colorado Anti-Discrimination Act (CADA) explicitly protect employees from sexual harassment and retaliation. Yet, despite these clear legal guidelines, Glenn was subject to an abusive work environment.

This scenario shines a spotlight on a pervasive issue in our society: men, especially those in higher positions, are often allowed to underperform with impunity, while others – particularly minorities and women – are held to an impossibly high standard. Those who are professional, knowledgeable, and highly qualified for their jobs can often highlight the inadequacies of these men, making them targets of retaliation and malicious behavior.

The journey to justice for Sarah Glenn has been long and arduous, but the ultimate victory serves as a potent reminder of the importance of standing up to discrimination and retaliation. The first step toward justice is knowing your rights and seeking legal counsel. With the support of an employment law attorney, Glenn fought back against her oppressors and received a total settlement of $195,000. This sum accounted for her lost wages, non-wage damages, attorney fees, and case expenses.

Discrimination and retaliation have no place in a respectful and professional environment. It’s important to hold those who behave otherwise accountable. Drawing strength from Sarah Glenn’s story, let’s pledge to confront such situations head-on and ensure our workplaces are safe and respectful spaces for everyone.

Seeking advice from an experienced employment law attorney is crucial whenever you, a family member, or a friend suspect sexual discrimination in the workplace. These legal professionals possess the expertise needed to assess your situation, provide guidance on your rights, and chart the best course of action. Sexual discrimination often goes unaddressed due to fear or uncertainty, but consulting with a qualified attorney can empower individuals to take informed steps toward justice. An attorney acts as a critical advocate, ensuring that your voice is heard and that those responsible are held accountable for their actions.

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Thurgood Marshall

Black History Month - Helmer Friedman LLP.

Thurgood Marshall made immeasurable strides for the civil rights movement during his lifetime.

Working under his mentor and well-known civil rights icon Charles Hamilton Houston at the NAACP Legal Defense Fund, Marshall successfully argued Brown v. Board of Education which famously declared unconstitutional the “separate but equal” doctrine.

In 1965, Marshall became the first black person appointed to the post of U.S. Solicitor General. Two years later, he became the first black person appointed to the United States Supreme Court, where he served until 1991.

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Tech Industry Retaliation Misusing The Defend Trade Secrets Laws

Trust the attorneys of Helmer Friedman LLP to aggressively protect employee rights to a workplace free from discrimination, harassment and retaliation.

In the complex and ever-changing world of business, the laws established to protect trade secrets have recently been turned on their head. Instead of safeguarding proprietary information, a troubling trend is emerging where these laws are being employed as a weapon against employees. Companies across a wide spectrum of industries are cleverly exploiting trade secrets legislation as a legal strategy to strike back against claims of discrimination, unethical behavior, and whistleblowing.

This tactical approach accuses employees of misusing confidential information or proprietary business data. Strikingly, companies pursue these accusations even in instances where the information was procured or disseminated for valid reasons. These may include exposing illegal activities or reporting workplace misconduct.

Some workers were sued after gathering evidence of perceived wrongdoing in the workplace, what some attorneys call “self-help discovery” — despite whistleblower protections in the law.

The Defend Trade Secrets Act, championed and signed into law by President Barack Obama in 2016, ironically offers the legal foundation these companies need to launch trade secrets claims in federal courts. Under the provisions of this law, a trade secret is deemed misappropriated if it was accessed or unveiled without consent or through inappropriate methods, with no consideration given to whether it was shared with a competitor. This act has consequently lowered the bar for companies intent on taking legal action against employees suspected of breaching trade secrets.

For employees who have clues or evidence about such instances, it is crucial to contact an employment law attorney who specializes in employment law and has experience with whistleblower reporting. Legal professionals in this field can offer advice and represent individuals confronted with accusations of trade secrets as a form of employer retaliation. Having a clear understanding of your rights and available options when facing these potential legal hurdles is of paramount importance.

In conclusion, the fallout from the misuse of trade secrets laws to punish employees can be severe, encompassing financial setbacks, reputation damage, and emotional trauma. However, through a heightened awareness of this issue and by acquiring legal assistance, individuals can better shield themselves and fight back against unjust retaliation from employers.

This post was based on information in an article by Rob Price, a senior correspondent for Business Insider, who writes features and investigations about the technology industry.

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Age Discrimination Retaliation in Tech Industry Using Trade Secrets Law

Age discrimination is illegal and the ADEA protects employees.

Greg Robillard, a seasoned programmer at Opal Labs, initially saw the tech industry as a field full of promise and innovation. However, he soon discovered that it was anything but inclusive. Robillard encountered age discrimination and harassment—experiences that, unfortunately, are still too common today. He was often mocked as “old Greg” and dismissed as “some old guy in his 40s,” becoming the target of age-based jokes. The toxic environment escalated beyond mere words when he was let go for missing a meeting due to personal reasons, while younger colleagues faced no consequences for similar actions.

In a courageous move, Robillard filed a lawsuit against Opal Labs for age discrimination, among other claims. However, his quest for justice took an unexpected turn. Opal Labs retaliated by countersuing him, accusing him of violating trade secret laws by posting proprietary code on his GitHub account. This accusation was not about enforcing discipline or protecting intellectual property—it was a tactic intended to paint Robillard as a villain and distract from his age discrimination claim.

What followed was a grueling four-year legal battle, during which Robillard had to defend not only his claim but also his character. This situation highlights a troubling trend where companies misuse trade secret laws as a weapon against those accusing them of mistreatment.

$1,643,000.00 Mr. Greg Helmer of Helmer Friedman LLP obtained an award on behalf of an employee who had been discriminated against and harassed because of his age.

It is crucial to recognize the legal protections available for workers facing age discrimination. The Age Discrimination in Employment Act (ADEA) serves as a strong defense against discrimination, specifically protecting individuals aged 40 and over. Additionally, there are laws designed to shield employees from retaliation when they report age discrimination.

This narrative emphasizes the importance of seeking legal assistance for anyone facing similar circumstances. If you have experienced age discrimination, harassment, or retaliation in the workplace, consulting with an experienced employment law attorney is vital. Remember, you have the right to a fair and age-inclusive work environment. It is time to stand up against discrimination and retaliation. By refusing to be silenced, we compel employers to reconsider their actions regarding age. Age is not a liability; rather, it reflects our valuable experiences, wisdom, and resilience.

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Standing Up to Harassment and Discrimination in Science and Academia

Constitutional rights lawyers of Helmer Friedman LLP.

The Role of an Employment Attorney Standing Up to Harassment and Discrimination in Science and Academia

The fields of science and academia are often seen as exciting spaces for discovery, innovation, and enlightenment. However, they can also hide a darker side that includes sexual misconduct, harassment, and discrimination. These issues particularly affect women and women of color and persist despite the progress that has been made in these areas.

A recent article in Scientific American discusses these widespread problems. The authors—including Rukmani Vijayaraghavan, Kristy L. Duran, Kelly Ramirez, Jane Zelikova, Emily Lescak, and the organization 500 Women Scientists—share their personal experiences and highlight the systemic harassment and discrimination occurring within these fields.

Victims often face significant obstacles when trying to speak out. Fear of retaliation, a lack of institutional support, and societal norms that perpetuate predatory behavior all contribute to an environment where victims are silenced, offenders are protected, and misconduct goes unaddressed.

In their call for change, the authors emphasize the need for individuals, institutions, and policies to take a stand. They advocate for the implementation of advanced reporting systems, such as Callisto, and a revision of codes of conduct. The scientific and academic communities must unite against harassment and discrimination.

is where employment attorneys play a crucial role. With proven track records in handling discrimination and harassment cases, these attorneys provide invaluable support to individuals who have experienced misconduct in the workplace. This support is especially vital in science and academia, where victims often feel isolated or unheard.

An effective employment attorney can be a lifeline for victims. They are familiar with complex employment laws and can offer informed guidance on how to proceed with complaints. By advocating for victims, employment attorneys work tirelessly to hold offenders accountable. Their assistance may include evidence collection and representation during trials, ensuring that victims have a voice and seeking justice on their behalf.

Furthermore, employment attorneys can collaborate with institutions to develop practices and policies intended to prevent harassment and discrimination. They can provide essential advice on creating effective reporting systems, establishing mandatory education and training programs, and drafting codes of conduct that comply with legal standards.

As emphasized by the Scientific American article, systemic change is crucial to addressing these issues. Employment attorneys not only support victims on an individual level but also help push for much-needed institutional and policy reforms.

In a world that urgently needs to evolve, employment attorneys are at the forefront, advocating for safer, more inclusive, and equitable environments in science and academia. For victims of harassment and discrimination, an employment attorney can serve as a powerful advocate—a beacon of justice in the midst of challenges.

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High Price Extracted for Sexual Orientation Discrimination, Retaliation

Helping Employees Recover and Enforcing Employment Laws Helmer Friedman LLP.

A jury awarded a St. Louis County police officer nearly $20 million in a sexual orientation discrimination case. The plaintiff, Sergeant Keith Wildhaber, alleged that the police department repeatedly passed him over for promotions due to his sexual orientation and retaliated against him for filing a discrimination complaint.

The Case:

Wildhaber claimed that over a six-year period, he was denied 23 promotions. With more than 15 years of experience, a clean record, and strong performance reviews, he consistently ranked among the top candidates for promotions.

Additionally, Wildhaber asserted that a member of the Board of Police Commissioners told him he would need to “tone down [his] gayness” if he wanted to be promoted to lieutenant. This board member denied that the conversation ever occurred.

Wildhaber filed a discrimination complaint in April 2016. Shortly after filing the complaint, the department transferred him from a day shift at a precinct close to his home to an overnight shift at a precinct 27 miles away. Consequently, he filed a second complaint that included a charge of retaliation.

In the lawsuit, Wildhaber claimed that the department denied him promotions because his behavior and presentation did not conform to stereotypical ideas of how a male should behave. He further argued that the transfer to the night shift in a distant precinct was retaliation for filing a discrimination complaint. The St. Louis County Police Chief contended that Wildhaber’s sexual orientation was not a factor in the department’s decisions regarding his promotions. During the trial, Wildhaber’s attorneys called witnesses who described a pattern of homophobia within the police department.

The Verdict:

On the sexual orientation discrimination claim, the jury found in favor of Wildhaber and awarded him:

  • $1,980,000 in actual damages
  • $10,000,000 in punitive damages

On the retaliation claim, the jury also found in favor of Wildhaber and awarded him:

  • $990,000 in actual damages
  • $7,000,000 in punitive damages

After the verdict, the jury foreperson stated that the jury wanted their decision to “send a message” that “[i]f you discriminate, you are going to pay a big price.” The $17 million in punitive damages is significant and may be subject to an appeal.

Sexual Orientation Discrimination as Sex Discrimination under Title VII

Although this is a state case, it represents the ongoing discussion about whether Title VII of the Civil Rights Act of 1964 and related state laws prohibit discrimination based on sexual orientation. Title VII states that it is an “unlawful employment practice for an employer … to discriminate against any individual with respect to [their] compensation, terms, conditions, or privileges of employment based on race, color, religion, sex, or national origin.”

The Supreme Court established that Title VII includes a prohibition on discrimination based on nonconformity to stereotypes of one’s assigned sex in its 1989 decision in Price Waterhouse v. Hopkins. The Court stated, “we are beyond the day when an employer could evaluate employees by assuming or insisting that they matched the stereotype associated with their group.” (490 U.S. 228, 1989).

As the Sixth Circuit explained in Smith v. City of Salem, “an employer who discriminates against women because, for instance, they do not wear dresses or makeup, is engaging in sex discrimination because the discrimination would not occur but for the victim’s sex” (378 F.3d 566, 574, 2004). This reasoning can apply to individuals in the LGBTQ community since discrimination based on nonconformity to stereotypical, heterosexual norms is inherently linked to a person’s sex.

On June 15, 2020, the U.S. Supreme Court held in Bostock v. Clayton County that Title VII’s protections extend to the LGBTQ community.

Retaliation is Prohibited under Title VII

Under Title VII, it is illegal for an employer to take adverse actions against an employee because that employee engaged in a protected activity. Protected activities include filing a complaint or opposing unlawful employment practices as outlined in Title VII.

If you believe you have been discriminated against or retaliated against due to your sexual orientation, consider the following questions:

  • Were you treated unfavorably despite good performance at work?
  • Were individuals of different sexual orientations or gender identities favored for promotions compared to you?
  • Does your gender identity or sexual orientation deviate from societal stereotypes of your assigned sex?
  • Did you report mistreatment by your employer or file a lawsuit against them, after which you experienced further discrimination or unfavorable treatment?
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Standing Up Against Workplace Discrimination: The Role of the Americans With Disabilities Act

ADA protects employees from discrimination due to injuries outside of work.

It is crucial to recognize that an employee who suffers an injury outside of work should not be deprived of the support they need from their employer. The Americans with Disabilities Act (ADA) mandates reasonable accommodations, regardless of the injury’s origin. A recent case brings this important issue to light.

Sam’s East, Inc., along with Walmart Inc., operating under the Sam’s Club name, is currently facing a lawsuit for alleged disability discrimination. This situation arose after an employee experienced significant health challenges—such as post-concussion syndrome, upper back pain, muscle spasms, and chronic lower back pain—following a car accident. The employee reached out for minor, temporary adjustments to her job duties, hoping to continue contributing to her workplace.

Regrettably, after just one shift, she was informed that accommodating her needs would not be possible. Instead, the suggestion was made for her to take additional leave until she could return without any restrictions. Despite providing an expected recovery date, the employee faced a heart-wrenching dismissal, firmly told that the company would not accommodate injuries sustained outside the workplace. This case, now in the U.S. District Court for the Northern District of Georgia, underscores the potential violation of both federal law and the dignity of the employee involved.

This distressing scenario serves as a poignant reminder of the discrimination that many individuals with disabilities continue to encounter in their work environments. The ADA clearly stipulates that reasonable accommodations must be provided, irrespective of the injury’s source. Companies like Sam’s Club have a profound responsibility to support employees facing hardships, ensuring they can return to work with the necessary adjustments in place. Just because an injury arises outside of work does not lessen the employer’s obligation to care for their employees’ well-being.

Given these challenges, it becomes increasingly important to seek the support of an experienced attorney who can advocate for your rights during such trying times. Standing up against unjust treatment is not just important, it’s empowering, not just for individual circumstances but for wider societal change. When people take legal action against discrimination, they help build a future where similar injustices are less likely to occur.

As district director Darrell Graham poignantly noted, “Employees with disabilities have a right to work… [and the] EEOC is committed to enforcing the ADA and ensuring that Americans with disabilities have equal access to employment.” By holding companies accountable, we can work together to uphold these rights and foster environments where everyone is supported and valued.

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A Guide to Class Action Lawsuits

Class action lawsuits, powerful tool to hold these organizations accountable while empowering individuals to seek justice collectively.

When large corporations or entities act negligently, unfairly, or unlawfully, their actions can harm not just one individual but entire groups of people. For consumers, standing up to such powerful organizations can feel daunting. This is where class action lawsuits come in—a powerful tool to hold these organizations accountable while empowering individuals to seek justice collectively.

This guide will walk you through what a class action lawsuit is, how to file one, and highlight some major recently settled cases.

What is a Class Action Lawsuit?

A class action lawsuit allows one or several individuals, known as the lead plaintiffs, to sue on behalf of a larger group that has been similarly affected. This is particularly useful when the damages suffered by individuals are relatively small, making it impractical to pursue legal action alone. By filing as a group, plaintiffs can streamline legal procedures, reduce costs, and level the playing field against well-funded corporations.

Class action lawsuits cover a broad range of cases, including but not limited to:

  • Defective products
  • Consumer fraud
  • Employment disputes
  • Environmental threats
  • Data privacy and security breaches

They serve to not only secure compensation for the affected parties but also compel organizations to adopt better practices, fostering long-term accountability.

How to File a Class Action Lawsuit

If you believe you are part of a group that has been wronged, here’s a step-by-step guide to filing a class action lawsuit.

1. Identify Common Grievance

The first step is determining whether numerous people have been affected in a similar way. Class action lawsuits typically require that the claims of the group (the “class”) share common legal and factual issues.

2. Seek Legal Counsel

Hiring an experienced attorney is essential. Class action lawsuits are complex, involving intricate legal procedures and extensive documentation. A skilled attorney can assess the validity of your claim, identify others affected, and guide you through the process.

3. File the Case

Once an attorney identifies sufficient grounds for the case, they will file a motion in court to establish the lawsuit as a class action. This process, known as “certification,” ensures the court recognizes the group and specifies who qualifies as class members.

4. Notify Potential Class Members

If the court certifies the lawsuit, affected individuals will be notified, allowing them to choose whether they want to participate. Those who agree will be represented as part of the class in court proceedings.

5. Litigation or Settlement

The lawsuit may proceed to trial, although most class actions are resolved through negotiated settlements. Settlements typically involve monetary compensation, changes to company policies, or both.

Examples of Recently Settled Class Action Lawsuits

To better understand the impact of class actions, here are three notable recent cases that delivered justice to affected groups.

1. The Pet Food Recall Lawsuit ($24 Million Settlement)

Helmer Friedman LLP filed a class action suit against Menu Foods, Nutro Products, Inc., and PETCO after their pet food products were linked to severe kidney damage and even deaths in pets. Thousands of distraught pet owners came forward, resulting in a $24 million settlement. This case simultaneously compensated victims and drew attention to safety protocols within pet food manufacturing.

2. Unlawful Payroll Deductions by U.S. Remodelers ($1.5 Million Settlement)

California-based sales associates of U.S. Remodelers filed a class action lawsuit over unauthorized paycheck deductions. These deductions included fees for permits and penalties for measurement errors made during their work. After litigation, the company agreed to a $1.5 million settlement, ensuring employees were reimbursed and preventing future unlawful deductions.

3. Lemonade Insurance Data Breach ($4.9 Million Settlement)

Insurance provider Lemonade, Inc. faced scrutiny for improperly sharing customers’ sensitive personal and medical data with third parties, including platforms such as Facebook, TikTok, and Snapchat. Affected users came together in a class action lawsuit, resulting in a $4.9 million settlement and a wake-up call for the insurance industry to prioritize data privacy.

These cases underscore the real-world impact class actions can have—not only in compensating victims but also in reforming unethical practices.

Why Class Action Lawsuits Matter

For individual consumers, taking legal action against large entities is often expensive and overwhelming. Corporations know this and may prefer to settle disputes quietly, case by case, rather than face the public scrutiny of a widespread issue.

Class action lawsuits balance the scales of justice. They grant consumers collective power to challenge unlawful or negligent behavior, influence positive change within industries, and ensure accountability for wrongful acts.

Important Disclaimer: Any legal process—especially one as complex as a class action lawsuit—requires professional guidance. If you believe you’ve been harmed by the actions of a company, consult with an experienced attorney with a proven record of successful class actions cases.

Take Action

Class action lawsuits demonstrate that justice is possible, even against powerful corporations. The team at Helmer Friedman LLP is committed to protecting the rights of consumers, employees, and patients. If you’ve been affected by unsafe products, unfair practices, or data breaches, our experienced attorneys can help you explore your options.

Contact us for a free consultation today and take the first step toward justice. Together, we can hold negligent companies accountable.

Filing a class action lawsuit isn’t just about compensation—it’s about creating lasting change. Stand up, speak out, and demand accountability.

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Northern Virginia Surgery Center Settles Disability and Age Discrimination Lawsuit for $50,000

Age discrimination and harassment are illegal.

A nonprofit organization has reached a settlement in a federal lawsuit that raised serious concerns about the treatment of an older employee who was on medical leave. The case involved a 52-year-old radiologic technician who, after undergoing carpal tunnel surgery, requested an extension of her leave to continue her recovery. Unfortunately, instead of supporting her during this challenging time, Northern Virginia Surgery Center, LLC (NVSC) terminated her employment and replaced her with two younger employees, aged 24 and 35.

This lawsuit serves as a vital reminder of the need to protect the rights of older workers, especially when they are navigating medical challenges that require support and understanding from their employers.

 

This situation highlights a painful reality faced by many in the workforce — that discrimination based on age can occur even in the face of legitimate medical needs. The Age Discrimination in Employment Act (ADEA) is in place to protect individuals aged 40 and older from such unfair treatment, while the Americans with Disabilities Act (ADA) mandates that employers accommodate employees with disabilities whenever possible.

The lawsuit (EEOC v. Northern Virginia Surgery Center, LLC, Case No. 1:24-cv-1721) in the U.S. District Court for the Eastern District of Virginia. This step was taken after unsuccessful attempts to settle the matter amicably before litigation.

In a commendable move towards healing and accountability, NVSC has agreed to a settlement of $50,000 and committed to implementing significant changes to better address discrimination claims in the future. Beyond the financial compensation for the employee affected, a two-year consent decree will require the company to revise its policies under the ADEA and ADA, provide essential training to management, educate employees about these important laws, and ensure that any complaints related to age or disability discrimination are reported to the EEOC.

Attorney Debra M. Lawrence expressed hope and relief following the resolution, stating, “This agreement will provide much-needed relief to the injured party and ensure that NVSC’s employees will have access to reasonable accommodations, such as medical leave, in the future.”

Mindy Weinstein, director of the EEOC’s Washington Field Office, underscored the importance of this case, noting, “This lawsuit serves as a vital reminder of the need to protect the rights of older workers, especially when they are navigating medical challenges that require support and understanding from their employers.”

It is important to note that age discrimination is a complex issue that may require legal intervention. If you or someone you know has been a victim of age discrimination, consider seeking legal advice from an experienced employment lawyer of Helmer Friedman LLP Age Discrimination Lawyers in Los Angeles. Together, we can help ensure that no one loses their job due to age.