Intel Corporation Employment Violations – Dedicated Plaintiff-Side Employment Attorneys
Intel Corporation is one of America’s largest technology companies and is headquartered in California. It employs over one hundred thousand employees and has a net income of $21 billion. Although its mission statement includes references to a safe and productive world, it neglects to follow through when it comes to safeguarding its workplace from employment law violations. Our affiliated attorneys have been tracking Intel Corporation for years. It has encountered many cases of workplace retaliation lawsuits, investigations of workplace harassment, and a plethora of employment discrimination. All publicly available for review online.
Just last year Intel settled a gender and racial discrimination lawsuit that made national headlines. As part of the settlement, Intel had to pay the affected employees’ back wages and interest along with other costs. Other cases against intel documented abusive workplace practices and retaliation against employees who reported the misconduct. Even the California Supreme Court has ruled against Intel in a case brought by a former employee. The federal government’s Equal Employment Opportunity Commission (“EEOC”) has dealt with many employment disputes involving Intel Corporation and has even entered into mediations to ensure a discrimination-free workplace. Sadly, the harassment lawsuits against California technology companies continue to pour in and have therefore shown how yet another company has been getting away with all sorts of employment and labor code violations.
We have also spoken to many individuals about the rising caseload due to rising tensions in the workplace. Some of the tension is caused by our current political-charged climate and other has been caused by calls for justice for minorities and the MeToo movement. Therefore, we do not anticipate employment discrimination lawsuits to decrease. Further, we are aware of other settlements against technology companies 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 Intel Corporation, please be aware that in order to hold the company accountable for any bias, harassment, discrimination, retaliation, and intimidation, one must report it and bring forth a case before it may be barred due to time. We continually receive reports of rampant hostile work environment and unlawful wage disparity at California businesses.
What Sexual Harassment Training is Required for California Companies?
California employers must keep current with California’s sexual harassment prevention training requirements which constantly change. Employers with 50 or more employees must provide sexual harassment prevention training to supervisors. Starting January 1, 2021 (extended from the original January 1, 2020 effective date by S.B. 778), employers with five or more employees must provide sexual harassment prevention training to nonsupervisory employees, in addition to supervisors.
What Protections do California Employees Have under Disability Accommodations Law?
Although California’s Fair Employment and Housing Act (“FEHA”) and the federal Americans With Disabilities Act (“ADA”), as amended, are similar, the FEHA applies to employers with five or more employees (except for anti-harassment purposes where having one employee is covered), whereas the ADA applies to employers with 15 or more employees. FEHA also provides broader protections than the ADA.
What is Termination in Violation of Public Policy?
California has created a body of law for terminations in violation of public policy, also known as Tameny claims (see Tameny v. Atlantic Richfield Co., 27 Cal. 3d 167, 172 (1980)). Employers may be liable for terminating an at-will employee in violation of public policy, including when an employee is terminated for any of the following:
- Refusing to engage in an unlawful act (see Tameny, 27 Cal. 3d 167).
- Applying for union membership (see Glenn v. Clearman’s Golden Cock Inn, Inc., 192 Cal. App. 2d 793 (1961)).
- Refusing to sign a liability release as a condition of employment (see Baker Pac. Corp. v. Suttles, 220 Cal. App. 3d 1148 (1990)).
- Hiring an attorney (see Geliti v. Tishgart, 77 Cal. App. 4th 219 (1999)).
- Complaining about unhealthy working conditions involving smoking (see Hentzel v. Singer Co., 138 Cal. App. 3d 290 (1982)).
How are California Employees Protected under the Fair Pay Act?
California’s Fair Pay and Equal Pay Acts require equal pay for employees who do “substantially similar work, when viewed as a composite of skill, effort, and responsibility, and performed under similar working conditions,” regardless of which employer facilities they work in (Cal. Lab. Code § 1197.5(a)). This is a much higher standard for employers to meet than the federal Equal Pay Act. Call our office for more details.
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 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.