Dignity Health and Catholic Health Initiatives (now CommonSpirit Health) – Employment Violations – Dedicated Plaintiff-Side Labor Law Attorneys
CommonSpirit Health, formerly Dignity Health and Catholic Health Initiatives, states that its mission is to focus on advancing health for all people and serves the people of California. What is not mentioned in its mission is how rampant employment violations may take place at the company. The Equal Employment Opportunity Commission (“EEOC”), which is the federal agency version California’s Department of Fair Employment and Housing (“DFEH”), consistently alleges cases of discrimination. Recently, it alleged that there was longtime Americans with Disabilities Act (“ADA”) disability discrimination against employees with vision impairment. Further, a recently disclosed case portrays Dignity Health as a cesspool of violations where discrimination and retaliation were commonplace within the health facility. Such violations include refusal to accommodate its disabled employee and then firing her. Another employee was entitled to $17.2 million for wrongful termination in violation of her Fair Employment and Housing Act (“FEHA”) protected rights. These cases are all publicly available.
Another interesting case included a Plaintiff who was working as a medical assistant for Dignity Health and faced constant harassing behavior due to his age. Age discrimination is also protected by the Age Discrimination in Employment Act of 1967 (“ADEA”). Over the last several years, we have noticed an increase in the number of employment discrimination lawsuits against California companies. Further, we are aware of other settlements against Dignity Health for age discrimination, Equal Pay Act violation, Unfair Competition Law violation, hiring discrimination, sexual harassment, gender and sex discrimination, whistleblower retaliation, and other sexual misconduct.
If you are a former or current employee at Dignity Health (or Catholic Health Initiatives) (now CommonSpirit Health, please know that there have been many recent settlements holding California companies 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 local businesses. The affiliated attorneys working with Stephen Danz and Associate are aggressive and not concerned with going to trial. Ensure that the attorney you select handles 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.
What Laws Protect California Employees Against Discrimination?
FEHA and Title VII are the most common. There are several differences between the federal Title VII of the Civil Rights Act of 1964 (“Title VII”) and California’s anti-discrimination law, the Fair Employment and Housing Act (“FEHA”). The differences almost always increase the number of employees who are protected or expand potential liability. Major differences include:
- Employers with only five employees are covered by the FEHA, except that employers of any size are covered by the FEHA’s anti-harassment law, versus 15 employees for Title VII.
- The FEHA has many additional protected categories, including sexual orientation, gender identity, gender expression, marital status, and military and veteran status. For a list of protected categories, see Practice Note: California Fair Employment and Housing Act (FEHA) Basics: FEHA’s Protected Characteristics.
- Individual employees, including supervisors and co-workers, can be sued for harassment under the FEHA.
In addition to discrimination protections provided by the FEHA, California law protects employees from discrimination and retaliation in other areas, such as:
- Whistleblowing. California’s protection of whistleblowers is more extensive than federal protections. It also provides some of the stiffest statutory penalties of any state law regime.
- Filing wage complaints.
- Engaging in political activities.
- Participating in legal off-work activities.
- Filing a claim for workers’ compensation.
What are Training, Disclosure, and Posting Requirements on California Employers?
The California legislature’s expansion of labor and employment laws has frequently put a burden on employers to notify employees of their rights under the law. While federal law requires some minimal workplace postings, California requires several more. Please contact our office for a full list of requirements to ensure your rights are protected in the workplace.
We devote our practice to fighting for workers’ rights. Employment law in California is a specialized area and cases are hard-fought. Therefore, having the one of the largest employee-side law firms 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.