Vxi Global Solutions – Plaintiff-Side California Employment Attorneys
Vxi Global Solutions is a provider of call center services for major nationwide companies. It has been required to pay $600,000 for sexual harassment of call center staff. The allegations included information that certain employees were subjected to repeated discrimination and gender stereotyping after they complained of harassment. It is unlawful under federal and state laws to retaliate against employees who exercise their rights against discrimination, harassment, and hostile work environments.
Over the last several years, our affiliated attorneys have reported an increase in the number of employment discrimination lawsuits against California companies. This shows that even companies in the employee-friendly state of California cannot prevent a systemic culture of labor law violations including 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 Vxi Global Solutions, please be aware that settlements are often private and the public is not aware of the vast number. Sadly, we continually receive reports of rampant hostile work environment and unlawful wage disparity at California companies.
Is it true that California is an Employee-Friendly State?
The number and breadth of California employment laws, as well as the multiple state agencies regulating the employment relationship, has led to California’s reputation as an employee-friendly state. This is no surprise. California laws that are more protective of employees than federal laws mean that employers in California are more likely to face employment lawsuits in California than many other states, and those lawsuits are more likely to be brought in California state court rather than federal court. Additionally, many employers struggle to comply with California’s unique labor and employment laws while still competing in the most populous state in the nation.
Is it important to timely file and respond to complaints?
Once an investigative administrative complaint is filed (on time), a respondent employer must file a written response to an investigative administrative complaint within 30 days of service unless an extension is granted. The DFEH often grants extensions if the respondent promptly contacts the assigned investigator and provides a legitimate reason for the extension request, or a pre-investigation complaint is pending in voluntary mediation. In that case, a response must be filed within 21 days after the DFEH notifies the respondent of the new due date because the mediation was declined or unsuccessful unless an extension is also granted. Once returned for investigation, the DFEH must notify the respondent or their attorney of the exact due date.
Are Employment Laws More Favorable to Employee Plaintiffs?
Yes. When starting a business in California, many employers discover the extensive legal framework that covers the area of employment law. Although federal law offers protections to workers in some areas, the number of laws and the degree to which employees are protected are much greater in California. Therefore, it is imperative that employees are aware of the protections allotted to them and report such violations to their attorneys as soon as possible.
In 2020, what are Restrictions on Criminal Background Checks and Inquiries?
Pre-Hire Ban-the-Box Laws in California keep changing. California law places more limits on criminal background checks and inquiries than federal law. With limited exceptions, California’s ban-the-box law, also known as the Fair Chance Act, prohibits California employers with five or more employees from:
- Including any question on an employment application that seeks the disclosure of an applicant’s conviction history before making a conditional offer of employment.
- Asking about or considering an applicant’s conviction history, including any inquiry about conviction history on an employment application, until after the employer has made a conditional offer of employment.
- Considering, distributing, or disseminating information about any of the following while conducting a conviction history background check in connection with any employment application:
- an arrest not followed by a conviction, except as permitted in Labor Code Section 432.7(a)(1)and (f)(1) (having to do with arrests for which an employee or applicant is out on bail or on their own recognizance pending trial, or inquiries by health facility employers concerning certain arrests);
- referral to, or participation in, a pretrial or posttrial diversion program;
- convictions that have been sealed, dismissed, expunged, or statutorily eradicated under the law; and
- any conviction for which the convicted person has received a full pardon or has been issued a certificate of rehabilitation.
- Interfering with, restraining, or denying the exercise of, or attempting to exercise, any right provided under Section 12952.
In addition, if employers ask about or consider an applicant’s conviction history after making a conditional offer of employment, they must follow certain process and notice requirements in denying employment based on conviction history. If you witnessed such a violation, or were denied employment based on an illegal action in the hiring process, reach out to our office via phone or by completing the online form. 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.