Boeing Corporation – Dedicated Plaintiff-Side Employment Attorneys
The Boeing Company is one of the largest corporations in the world known for designing and manufacturing aerospace, defense, arms, and security products. It has over 161,000 employees and brings in revenues of over $76 Billion. Boeing employs around 12,600 employees in California which makes it susceptible to California employee-friendly laws. One of most well-known cases took place when an 18-year veteran African American employee suffered racial discrimination and harassment by his white coworkers. One coworker even tossed a rope at him that was tied into a hangman’s noose along with accompanying racist jokes. None of these acts were reported by his supervisor. The jury agreed with the plaintiff and found Boeing guilty of allowing a hostile work environment to persist, failing to prevent constant harassment, and negligently hiring, supervising, and retaining employees. It paid him $350,000 in damages. In another case, eight black employees sued the company for racial discrimination under California’s Fair Employment and Housing Act (“FEHA”).
The Department of Fair Employment and Housing (“DFEH”) enforces FEHA while the federal government’s Equal Employment Opportunity Commission (“EEOC”) enforces the Civil Rights Act of 1964. Both protect California employees against discrimination, harassment, wrongful termination, and retaliation. Over the last several years, we have noticed an uptick in the number of employment discrimination lawsuits against aerospace and technology companies. Further, we are aware of other settlements against companies for age discrimination, Equal Pay Act violation, Unfair Competition Law violation, hiring discrimination, sexual harassment, gender and sex discrimination, and whistleblower protection violations.
If you are a former or current employee at Boeing, please be aware that there have been many recent settlements California company accountable for a culture filled with bias, harassment, discrimination, retaliation, and intimidation. We continually receive reports of rampant hostile work environment and unlawful wage disparity at California businesses.
What Laws Protect Employees in California Against Discrimination?
Employers in California must comply with federal discrimination laws, as well as state, and sometimes local, discrimination laws, which often provide broader protections to employees. There are key differences between California state discrimination laws and major federal discrimination laws. For specific questions on their application to your case, please call our office. The most common federal laws violated by employers include the following:
- Title VII of the Civil Rights Act of 1964 (Title VII).
- Title I and Title V of the Americans with Disabilities Act (ADA), as amended by the Americans with Disabilities Act Amendments Act (ADAAA) (42 U.S.C. §§ 12101 to 12213).
- The Rehabilitation Act (Rehab Act) (29 U.S.C. §§ 791, 793, 794, and 794a).
- The Age Discrimination in Employment Act (ADEA) (29 U.S.C. §§ 621 to 634).
- The Genetic Information Nondiscrimination Act (GINA) (42 U.S.C. §§ 2000ff to 2000ff-11).
- The Uniformed Services Employment and Reemployment Rights Act (USERRA) (38 U.S.C. §§ 4301 to 4335).
- Section 1981 of the Civil Rights Act of 1866 (Section 1981) (42 U.S.C. § 1981).
- The Equal Pay Act (EPA) (29 U.S.C. § 206(d)).
- Immigration Reform and Control Act of 1986 (IRCA) (Pub. L. No. 99-603, 100 Stat. 3359 (1986)), as amended in scattered sections of Title 8 of the U.S. Code.
The California state discrimination laws are contained in FEHA and Section 394 of the California Military and Veterans Code.
What are California “Ban-the-box” laws?
California employers making bids on state contracts involving on-site construction-related services must certify that they will not ask applicants to disclose their criminal conviction history either orally or in writing on or at the time of an initial employment application (Cal. Pub. Cont. Code § 10186).
San Francisco employers with five or more employees may not inquire about criminal history information until after a conditional offer of employment. Employers must follow certain specified steps, including conduct an individualized assessment of various factors before using criminal history information as the basis of a hiring or employment decision (S.F. Police Code, art. 49).
Los Angeles’ Fair Chance Initiative for Hiring Ordinance (L.A. Muni. Code, ch. XVIII, art. 9) prohibits employers with ten or more employees from inquiring about a job applicant’s criminal history until after a conditional offer of employment. Employers may not withdraw the offer or otherwise refuse to employ an applicant based on their criminal history unless they follow a series of detailed steps, which include initially providing the applicant with a written assessment that must “effectively link” the applicant’s criminal history with risks inherent in the applicant’s prospective job duties.
Many local ordinances prohibit cities, counties, or in some cases, city vendors, from asking about criminal conviction history during the initial application period. Employers must ensure compliance in jurisdictions with state and local ban-the-box laws. This may require updating employment applications and policies to comply with these laws and providing additional training for human resources professionals.
Stephen Danz and Associates’ affiliated employment attorneys handle cases solely on behalf of local employees who have experienced labor law violations such as discrimination, wrongful termination, sexual harassment, unequal pay, and retaliation. Our experienced and dedicated attorneys understand the client needs to protect his or her rights and income as well as the ability to continue to work. When you trust us with your case, we represent you and your interests with confidence and transparency. Our reputation speaks for itself as we tirelessly work to represent your employment interests so that your professional and financial futures are protected.
We devote our practice to fighting for workers’ rights. Employment law in California is a specialized area and cases are hard-fought. Therefore, having a reputable employee-side law firm on your side is critical. If you are in California and searching for attorneys that are both experienced and aggressive, look no further and contact one of our offices. When encountering discrimination, wrongful termination, or retaliation in the workplace, many California employees have turned to our attorneys for guidance. In turn, we represent employees throughout California in their fight against employers that have taken advantage of their upper hand. Our attorneys cover cities in Northern California and Southern California as the State’s courts are as specialized and diverse as the State’s landscape.