Everyone has a bad day at work once in a while. For some, the disappointments and frustrations come from the work itself, but sometimes, a person can experience one long nightmare if California employers or co-workers make the workplace hostile. Most people have a threshold for how much harassment, discrimination or retaliation they can take, but they may feel they have few choices. However, in some situations, quitting a job may be considered wrongful termination.
Workers are sometimes in an uncomfortable position. The power dynamic of a supervisor and employee can create a situation where it’s difficult to speak up against injustice. It’s an employee’s right to a safe workplace. This means the work environment should be free of discrimination and harassment, and workers also need to be allowed time off when appropriate through a FMLA leave.
Finding the right job is not easy these days. A job must fit a person's skills and knowledge, pay a living wage and provide adequate benefits for one's situation. When a job like this becomes available in California, a candidate who feels qualified for the position may hurry to apply. To be turned down for such an opportunity can be devastating, especially if the reasons have to do with discrimination.
For many years, strong women in Hollywood have called for more equality in the motion picture industry. Fans in California may have assumed the equality female actors sought was limited to acting, directing and pay. However, recently, it is becoming clear that the women in Hollywood were likely also talking about the way they were treated by more powerful people in the industry. As once-admired and respected men are named as part of an apparently widely accepted policy of sexual harassment, more people are calling for drastic changes in the industry.
Many companies have a clear policy that requires staff to advise human resources or management if they see something inappropriate happening. These policies are the result of years of employment lawsuits about systemic harassment and discrimination. Sadly, for many companies, these policies are nothing more than a form of legal protection. Management can point to the company policy as a means of limiting liability for any harassment that happened.