A class-action lawsuit filed last November received a recent federal ruling regarding whether a company can be sued for workplace violations conducted by one of its contractors. The company at the heart of the employee rights case is none other than retail giant Walmart, which has fought hard to avoid being targeted in the lawsuit filed in California. The suit alleges that workers at three warehouses were subjected to employment violations including wage and hour matters and other related concerns.
Some work conditions are cushier than others. For example, some workplaces in San Diego might offer spacious lounge areas for employees to conduct meetings or to take breaks, while other workers might be lucky enough to even have a break room where they can comfortably eat their lunch. But whatever the conditions may be, workers deserve to take breaks they are legally entitled to take, and they deserve to work in places that are safe.
San Diego workers who have had to inform a boss or human resources personnel about an incident of workplace discrimination or harassment might have felt very uncomfortable doing so. Workers don't want their supervisors to think that they are overreacting, but employees also need to make sure that they do report incidents of harassment and discrimination because things might only get worse.
An article by WestLaw News & Insight discusses the recent U.S. Supreme Court decision to reverse a lower court's ruling that an employee's oral workplace complaint was not protected from retaliation under the federal Fair Labor Standards Act (FLSA). The high court said that oral complaints that are detailed and clear enough for a reasonable employer to recognize that the complaint is "an assertion of rights protected by the statute" can be protected under the FLSA.