Employers in a union environment may think that all employees have to follow the collective bargaining agreement to resolve discrimination claims. But if that process is tainted or woefully inadequate, employees can sue under California’s Fair Employment and Housing Act (FEHA) instead.
That’s a good reason to have an experienced labor attorney review any alternative dispute resolution processes. Your lawyer may be able to suggest the best language to bargain for in the next round of labor negotiations.
Recent case: Masteneh Ahmadi-Kashani worked as a research assistant in the cardiology department at the University of California School of Medicine from 1997 to 2004. Trouble began when a new chief of cardiology took over in late 2003 and allegedly began sexually harassing Ahmadi-Kashani.
What happened next shows exactly how not to handle a sexual harassment complaint.
Ahmadi-Kashani says she reported the harass...(register to read more)
- Know GINA rules on liability, EEOC prerequisites
- Don't deduct FMLA leave from hours worked when calculating absenteeism ratio
- OK to punish supervisor harasser more harshly than co-worker harasser
- Even religious groups can't favor employees based on religion
- Spotty promotion, training systems? Prepare for class action