Category: hostile work environment

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Tesla Settles Sexual Harassment Lawsuit

Tesla must pay $137 million to a Black employee who sued for racial discrimination.

Amid numerous allegations of race and sex discrimination, Tesla, the electric vehicle innovator, has recently settled a significant lawsuit. The suit, brought forth by Tyonna Turner, a former employee at Tesla’s flagship assembly plant in Fremont, California, charged the company with sexual harassment and retaliation.

The resolution of Turner’s 2023 lawsuit emerged when U.S. District Judge William Orrick dismissed the case after the parties reached a settlement. The specific terms of the settlement remain undisclosed.

Turner’s lawsuit is part of a broader issue; Tesla is facing several claims of neglecting rampant harassment against Black and female employees at the Fremont site, indicating a troubling trend in the company’s culture.

During her tenure, Turner reported nearly 100 instances of harassment, including stalking by a male coworker. Despite reporting these incidents, she alleges her concerns were disregarded, culminating in her dismissal in September 2022, which she contends was retaliation for her complaints.

In a decision in August of the preceding year, Judge Orrick denied Tesla’s motion to move the case to private arbitration, referring to a 2022 landmark federal law that prohibits mandatory arbitration for sexual harassment and assault cases.

Tesla Encounters Additional Discrimination Allegations

Turner’s ordeal is reflected in six other ongoing lawsuits against Tesla in California state court, all centered on similar accusations of sexual and racial discrimination. Beyond individual complaints, Tesla is battling accusations of entrenched racial discrimination at its Fremont plant. These include actions from a U.S. anti-discrimination agency, a lawsuit by its California counterpart, and a collective action representing 6,000 Black workers, citing racial slurs, graffiti, assignment to less favorable tasks, and retaliation for filing complaints. These cases illuminate systemic workplace issues, emphasizing the urgent need to foster supportive, diverse, and inclusive work environments.

Despite Tesla’s rebuttal of any wrongdoing, the steady stream of lawsuits, especially those concerning racial discrimination, signals a pressing need for Tesla to undertake comprehensive reforms to address these ingrained issues.

Tesla professes a zero-tolerance policy towards discrimination, stating it has terminated employees for racist conduct. Yet, the continuous allegations highlight the importance of transparent, proactive measures in addressing discrimination claims.

For companies worldwide, Tesla’s legal struggles serve as a compelling reminder of the significance of nurturing a culture that values diversity, equity, and inclusivity. The mandate is clear for all organizations: enforce robust anti-discrimination policies, cultivate an environment where these policies are actively upheld, and ensure employees can express concerns without fear of retaliation. This involves regular audits, training sessions, and forums for ongoing discussion on these vital matters. Organizations can avoid similar legal entanglements and cultivate a diverse, motivated, and innovative workforce. This moment should serve as a wake-up call, urging businesses to review their policies, listen to their workforce, and commit to building a workplace where everyone, regardless of background, is valued and respected.

If you have experienced workplace sexual harassment, discrimination, or retaliation, it’s imperative to contact an experienced employment law attorney without delay. These professionals possess the expertise necessary to assess your situation critically, offer informed advice, and guide you through the complexities of legal recourse available. Taking prompt action is not only about seeking justice for oneself but also contributes to the broader effort of holding organizations accountable for their workplace culture and practices. An attorney can help safeguard your rights and ensure that your voice is heard, marking a step towards fostering a more equitable and respectful working environment for all.

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Liberty Energy Faces $265,000 Penalty in Race/Color, National Origin Discrimination Case

Race, color, ethnic harassment and discrimination in the oil industry lawyers - Helmer Friedman LLP.

Federal Agency Announces Resolution to Charges of Racial and Ethnic Harassment in the Workplace

Liberty Energy, Inc., operating as Liberty Oilfield Services, LLC, has been ordered to pay $265,000 due to allegations of racial and ethnic discrimination. The lawsuit was led by the U.S. Equal Employment Opportunity Commission (EEOC) on behalf of three company mechanics, setting a powerful example of the financial consequences of not adequately addressing harassment complaints.

Regional Attorney Robert Canino said, “Unfortunately, we have often seen cases in which one account of discriminatory treatment against a person based on a particular race or ethnicity leads to evidence that other racial or ethnic minorities have also been caught up in a broader unhealthy environment of demeaning and unlawful conduct. This employer’s commitment to address the bigger-picture issues can be expected to have a broader positive impact beyond the individual who filed the charge.”

The case details suggest a hostile work environment at Liberty Energy’s Odessa, Texas location, involving a Black field mechanic and two Hispanic co-workers who were consistently targeted with racial and ethnic slurs. The employees alleged that their multiple reports of discrimination to supervisors and human resources were ignored, leading to a damaging atmosphere that ultimately forced the Black mechanic to resign.

This case underscores the legal and financial implications businesses face when they fail to meet their obligations under Title VII of the Civil Rights Act of 1964, which strictly prohibits workplace discrimination based on race or national origin. In order to avoid substantial legal fees and monetary damages, it is crucial that complaints regarding discriminatory treatment are promptly and effectively addressed.
In addition to the financial penalty, Liberty Energy must now implement comprehensive measures and policies to prevent future discrimination, including:

  • Training programs on federal laws regarding employment discrimination.
  • A policy that empowers human resources and management personnel to promptly respond to discrimination reports.
  • A dedicated hotline for discrimination and harassment reporting.

EEOC Senior Trial Attorney Joel Clark expressed optimism about the settlement, expressing hope that the stipulated measures will foster a discrimination-free work environment within the company. Regional Attorney Robert Canino echoed the sentiment, highlighting that the employer’s commitment can contribute to a broader positive impact on workplace culture and practices.

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TikTok Race Discrimination, Hostile Work Environment and Wrongful Termination

TikTok employees alleging race discrimination, lawyers Helmer Friedman LLP Los Angeles CA.

Have you, or someone you know, experienced racial discrimination at TikTok? You’re not alone. Several former employees have claimed that they were victims of racial prejudice, being subjected to unfair treatment and a hostile work environment.

For instance, former workers Nnete Matima and Joël Carter have filed a federal lawsuit, alleging that they were treated less favorably than their white counterparts. They were allegedly referred to with insulting racial slurs such as “Black Snake”, and faced retaliation, culminating in unfair termination, when they raised this issue to human resources.

These instances are not just damaging to the morale of employees, but they are also illegal. It’s important to remember that TikTok, like all employers, claims to value diversity and has policies against racial discrimination and harassment. Yet, if the reality of your workplace tells a different story, please don’t be silent.

If you or someone you know have encountered similar experiences of racial discrimination, particularly involving unequal treatment, derogatory comments, or the encounter of a hostile work environment, it’s crucial to take the next step. Seek out the advisement of a reputable lawyer who specializes in race discrimination cases. Let’s ensure that your rights are protected and such instances are brought to light.

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Racial Discrimination, Harassment at Electric Boat Company

Your workplace should be free of discrimination and harassment. Contact the attorneys of Helmer Friedman LLP for information.

Imagine a workplace where your skills, experience, and professionalism can thrive without fear of racial discrimination or harassment. Sadly, for John Mack – an African-American man – this was just a dream. The reality, as alleged in a recent lawsuit, reveals a disturbing picture of racial discrimination within the Electric Boat Company.

Hired as a Structural Nuclear Welder by Riley Power Group (RPG) to work at Electric Boat, Mack performed his duties diligently and competently, receiving positive reviews about his work. Tragically, his experience soured as he began to face a hostile working environment, racial discrimination, and a series of assaults by a white supervisor.

What makes Mack’s story more shocking is the response when he reported these incidents. A human resources professional allegedly requested that he not file a police report, promising that Electric Boat would handle the matter internally.

Not only did this fail to bring any substantive disciplinary action against the perpetrator, but Mack also faced another racial incident involving a safety officer who made several racist comments about African-Americans. Yet again, despite reporting the incident, there was no significant disciplinary action.

The law is clear. The Rhode Island Civil Rights Act, the Rhode Island Whistleblower Protection Act, and the Fair Employment Practice Act prohibit discrimination and retaliation and protect employees against racial discrimination in the workplace. Mack bravely came forward to ensure that his rights and those of his coworkers are respected – and so can you.

Every employee deserves a safe, respectful, and equal work environment. Discrimination or harassment at work is not only damaging to individual rights, dignity, and sense of worth but also undermines the potential for businesses to enjoy a diverse, dynamic, and creative team.

If you experience or witness racial discrimination or harassment at work, know that you’re protected by law. Protect your rights. Take a stand. Speak out against racial discrimination, and together, let’s make our workplaces truly equitable and inclusive.

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Racial Harassment, Retaliation Lawsuit Settled for $105,000.

Helmer Friedman LLP protecting employee right to worplace free of racial harassment. Affordable Home Furnishings sued for racial discrimination.

Standing Up Against Workplace Racial Harassment: The Fight for Justice and Equality

Rise above the tide and stand against racial harassment in the workplace! Every individual has the right to a professional environment free from any form of racial discrimination. The lawsuit against Affordable Home Furnishings, where justice was served to an employee who faced racial harassment, serves as a profound testament to this belief.

The incident unfolded in their Florida Boulevard store where a white account manager racially harassed repeatedly using the word “n****r” while working with an African American manager-in-training. This deplorable act, followed by the inappropriate retaliatory firing of the manager-in-training for reporting the incident, was a gross violation of Title VII of the Civil Rights Act of 1964.

Fearlessly, the U.S. Equal Employment Opportunity Commission (EEOC) spearheaded the fight for justice. The result – a consent decree that ensured Affordable Home Furnishings paid $105,000 in back pay and damages to the former employee. Further measures included the company implementing training requirements, revising policies, setting up a complaint hotline, providing regular reports to the EEOC, as well as posting a notice affirming their commitment to Title VII.

The EEOC’s stand against racial harassment sends a powerful message to America at large – racial harassment and discrimination have no place in our workplaces. Federal and state laws are steadfast protectors of every employee’s right to a harassment-free work environment. To learn more about the laws prohibiting race discrimination and retaliation, visit www.HelmerFriedman.com.

Remember, together we can build a future fueled by respect, understanding, and racial harmony. Each one of us carries the flame that can light up the darkness of racial discrimination. Let’s stop racial harassment in the workplace, today and every day.

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Unspoken Rides: Addressing the Pervasive Harassment and Discrimination in America’s Auto Dealerships

Sexual harassment in the workplace is a pervasive issue in auto dealerships throughout America.

The American auto dealership industry, boasting a backbone of shiny cars and robust sales pitches, hides an alarming and corrosive problem under its hood – sexual harassment. Despite being a cornerstone of America’s retail economy, auto dealerships have become notorious battlegrounds for gender respect and workplace equality.

In this probing examination, we will delve deep into the personal stories that shed light on the struggle many female employees face, survey the bleak statistics that run rampant across the industry, and provide concrete steps and resources for those affected by such improper conduct in their workplaces.

Personal Narratives of Harassment

Personal accounts bring the shocking reality of workplace harassment out of the shadows. In a Utah auto dealership, a former employee recounts days filled with anxiety and fear as her supervisor would casually assault female staff members, dealing out demeaning acts like smacks on the buttocks as casually as if he were giving out office memos.

The situation in Texas paints an equally grim picture, with managers at South Austin Nissan openly and relentlessly parading their predatory behavior. Women working there faced an ongoing onslaught of unwanted touching, lewd comments dissecting their appearance, and invasive inquiries into their private lives.

Moving west to San Francisco, the narrative continues with former employees, all women, who weathered unwelcome sexual advances, offensive remarks, and physical contact—all undermining not only their sense of security but their professional worth.

A Statistical Glimpse into the Workplace

Behind these personal stories lies a staggering trail of data:

  • According to the National Women’s Law Center, a harrowing 65% of women in dealership roles have dealt with sexual harassment at their job.
  • An EEOC study alerts us to over 60 official sexual harassment charges filed in the span of eight years, a period where the true scope of the issue likely exceeds recorded figures due to unreported incidents.
  • An Auto News survey tragically indicates that the immense majority—7 out of every 10 women in the dealership industry—experienced a form of sexual harassment.
  • From an occupational health psychology perspective, the non-physical damages are substantial too, resulting in a workplace rife with dissatisfaction, distress, and high turnover rates.

This data paints a sobering picture: the car sales floor, rather than being a place of negotiation and commerce, is often an arena of gender-based violation and abuse.

Stepping Stones to Change

These harrowing accounts and disheartening figures cannot fade into mere statistics. Change is imperative. To catalyze this transformation, advocacy must be a community affair – everyone is a stakeholder in making dealerships safe environments that uphold gender respect and equality. Here’s what can be done:

  • Workplace Policies – Dealerships must institute clear, robust, and non-negotiable policies against harassment, with transparent channels for reporting and addressing complaints.
  • Training Programs – Regular and compulsory training sessions can educate all employees on what constitutes sexual harassment and how to prevent it.
  • Peer Support – Fostering a culture where colleagues support one another and victims don’t feel isolated or helpless.

Legal Recourse and Support Systems

Empower yourself with knowledge and support:

  • EEOC Guidance – Connect with the Equal Employment Opportunity Commission for advice and action against employment discrimination.
  • Legal Expertise – A specialized workplace discrimination or harassment attorney can offer legal counsel and potentially represent your case.
  • Law Enforcement – If you’ve been physically harassed or assaulted, contact the local police.
  • Support from Nonprofits – Organizations like the National Women’s Law Center offer legal resources to women facing discrimination and harassment.
  • Community Networks – Join support groups where shared experiences and solidarity can foster recovery and collective action.

Conclusion: Toward a Respectful Workspace

Making our workplaces safe sanctuaries of productivity and respect demands courage, persistence, and unity. If you or someone you know is enduring sexual harassment within an auto dealership or any workplace, remember that silence benefits only the perpetrators. It’s time to revamp the industry not just from a business standpoint but from a foundational perspective that respects and values all employees equally.

Make Dealerships Safe: Advocate for Gender Respect and Equality

Now is the time for action, for support, and for change. Stand up for a harassment-free workplace, and navigate the road ahead with the dignity and equality every person deserves.

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WORKERS SAY THEY FACED DISCRIMINATION WORKING FOR THE CHICAGO UTILITY

Peoples Gas accused of racial discrimination by several employees.

Nearly a Dozen Former and Current Peoples Gas Workers Say in the Federal Lawsuit that the Company Racially Discriminated Against Black Employees in the Chicago Area

Letitia Jackson was excited about her job at one of the state’s largest utility companies, where few other professionals of color worked.

“For me to be the face of a Black woman that could say I know how to do construction, I know how to do piping,” Jackson said. “I was really proud of that and to say that I work at Peoples Gas — that was something I was proud of.”

But her aspirations of climbing the ranks of Peoples Gas fizzled as she started experiencing a culture she and other workers say discriminates against employees of color. She’s among 11 former and current Peoples Gas employees who filed a federal lawsuit against Peoples Gas, saying that non-Black workers sexualize workers and customers of color and face racial slurs.

According to the lawsuit, Peoples Gas assigned Black workers to an area that includes the South Side, and they frequently get assigned to jobs in neighborhoods without security where some have faced attacks. The workers also allege that the company did not address concerns about workplace racism and hazards.

Peoples Gas said the accusations aren’t true.

“We adamantly deny the allegations made by these individuals, including the extreme and false claims of racial bias, and will vigorously defend the suit. We provide a workplace with equal opportunities for all employees, including a long-standing unionized field workforce,” the utility stated.

During Jackson’s time with the company, she endured comments from coworkers about her clothes and speculation about what she would do for money, according to the lawsuit. It was part of a pattern other workers reported experiencing. One worker said coworkers speculated about his sex life because he is a Black man, while others heard fellow employees make sexual comments about Black customers.

Garland Eleby, another plaintiff, remembers on his first day of work hearing a white coworker using a racial slur.

“Nobody flinched,” said Eleby, who still works for Peoples Gas. “Nobody looked up or asked, ‘Hey, what’s wrong with you?’ Nothing. It rolled off the tongue like he said it every day.”

In addition to placing a more significant proportion of its Black employees in the South Side service area, the company also places them in communities with higher rates of crime. The lawsuit describes how current and former employees have been the victims of attacks, robberies, and attempted robberies.

Eleby claimed that after being assigned to work in an area overnight where a car wreck had disrupted service, he and several coworkers were robbed at gunpoint a little over a year into his career. He claimed that later, they had to remain in the same location for six or seven hours.

“I was really upset,” Eleby said. “I was disgusted. It was like we got sent into a battle with no proper gear or anything. It was just like no regard for how we felt.”

Recalling a shooting she saw while on the job, Jackson said, left her so shaken up that she drove in reverse.

When I returned to the shop, my supervisor only offered me a hot dog,” she said. “I am crying, bawling in tears, wanting to go home, and I was told, well, you’ll have to use your own [paid time off] to go home.”

Letitia Jackson, a former Peoples Gas employee, is among nearly a dozen former and current employees filing a federal lawsuit against the company over alleged safety and racial discrimination.

In a written statement, Peoples Gas said it utilizes private security and works with the Chicago police to support the safety of employees when deemed appropriate.

The lawsuit says discriminatory practices for Black employees affected overtime, promotions, and discipline.

“I just want to come to work and do my job,” said Towns, who has returned to Peoples Gas. “Do the best job that I could possibly do and just go home. I hate to have to be the person here to bring light to this particular situation, but it’s inevitable.”

Jason Towns, who’s one of those suing, said he thinks racism played a role in his termination in 2022. He was part of a crew that damaged an underground service line, but Towns said his white coworker was not disciplined.

It’s one of the reasons why Towns said he felt compelled to speak out after seeking other avenues of change with no results.

“I just want to come to work and do my job,” said Towns, who has returned to Peoples Gas. “Do the best job that I could possibly do and just go home. I hate to have to be the person here to bring light to this particular situation, but it’s inevitable.”

Based on reporting by Elvia Malagón.

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Racial Discrimination, Hostile Work Environment – SFSD Clerks Awarded Over $1 Million in Lawsuit

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

Two Black employees of the San Francisco Sheriff’s Department have sued the city, alleging racial discrimination, harassment, and retaliation while on the job. Danielle Dillard and Kim Lee work as clerks processing warrants for criminal suspects. They claim that they have been subjected to a workplace culture of discrimination, harassment, and retaliation.

It Broke Me Down

The conditions at work worsened for Dillard and Lee after they complained about alleged discriminatory acts by co-workers and superiors that had been happening for several years. Among several other claims, Dillard says a supervisor referred to her as a “monkey” in 2016 after she introduced herself as a clerk and shop steward with the Service Employees International Union (SEIU) 1021 union.

Ms. Dillard would spend her lunch and rest times crying due to the hostile atmosphere she found herself in, not being able to speak at all to colleagues.

Dillard claims she received racial discrimination complaints from other Sheriff’s Department employees as a union shop steward and brought them to Captain James Quanico, who oversees Dillard’s unit. A month later, Dillard claims she was served with a cease-and-desist order stating she could not communicate with employees in her division. Lee’s discrimination allegations also began in 2016.

On November 15, 2023, a jury awarded Danielle Dillard $523,400 and Kim Lee $616,000 for their racial discrimination lawsuit against the San Francisco Sheriff’s Department. The San Francisco Sheriff’s Department and the City Attorney’s Office released a joint statement claiming they oppose harassment and discriminatory behavior.

“As one of the most diverse sheriff’s departments in the nation that values equity and inclusion, any form of harassment or discriminatory behavior is antithetical to our values. We are surprised and disappointed by the outcome of this case and will be working with the City Attorney’s Office to evaluate any next steps.”

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Physical and Verbal Harassment

Sexual harassment causes long term damage to the victims psyche.

Sun Chemical Sued for Failure to Correct Racial Discrimination

An employee at Sun Chemical manufacturing facility in Kansas City, Missouri, was subjected to racial harassment by a coworker. The Equal Employment Opportunity Commission reports that the victim faced verbal and physical harassment, including being called the N-word, which was known to other employees. Yet, the management failed to take corrective actions against the harasser. To make matters worse, when the employee complained about the harassment, Sun Chemical issued him a written warning for using profanity against the harasser. This is unacceptable. The lawsuit filed against Sun Chemical demands justice for the victim and action from the company to prevent future racial discrimination. We must stand together against racial harassment in the workplace.

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ResourceOne Sued for Harassment Based on Genetic Information, Race, National Origin

Hostile Work Environment | Workplace bullying attorneys Helmer Friedman LLP.

EEOC Charges Printing Distribution Company Supervisor Called Employee ‘Ape,’ ‘Congo,’ and Other Slurs After Viewing DNA Results

A printing distribution company in Tulsa, Oklahoma, is facing charges of racial and national origin discrimination after a supervisor allegedly harassed an employee with derogatory slurs like “ape” and “Congo” upon learning about her DNA ancestry results. The commercial printing, direct mail, and direct marketing company, Worldwide Printing and Distribution, Inc., doing business as ResourceOne, is accused of violating the Genetic Information Non-Discrimination Act (GINA) and Title VII of the Civil Rights Act of 1964 by creating a hostile work environment for the employee and failing to take corrective action despite her repeated complaints.

The incident highlights the importance of protecting employees from discrimination and harassment based on their genetic information, national origin, or race. It is essential for employers to foster a safe and inclusive workplace free from offensive name-calling and slurs that can create a toxic work environment. As more people choose to learn about their ancestry through DNA testing, it is crucial to ensure that this information is not misused to create an unlawful environment at work.

The Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against Worldwide Printing and Distribution, Inc., seeking monetary relief for the victim and an order prohibiting similar discrimination and harassment in the workplace. The EEOC emphasizes the need for employers to protect their workers from all forms of harassment and discrimination, including those based on genetic information, national origin, and race.

Update:

August 14, 2024 – Printing and Distribution, Inc., doing business as ResourceOne, a Tulsa commercial printing, direct mailing and direct marketing company, will pay $47,500 and furnish other relief to resolve a harassment lawsuit.