In May of 2023, two prominent California Attorneys, Jeffrey Ranen and John Barber, announced their defection from Lewis
Sexual Harassment Probe Into Uber Ends in Settlement
It would seem that certain policies and procedures that should have been in place at California-based Uber were not worth the paper they were written on. After a blog regarding the proliferation of sexual harassment within the company went viral, an investigation was launched back in 2017. As it turns out, there was merit to the claims of harassment and to allegations of retaliation against those who dared to complain.On Behalf of Lyon Legal, P.C.
Now, around two years later, the federal investigation into sexual harassment at the ride-sharing company ends in a settlement. The company agreed to pay approximately $4.4 million to victims. Women who worked for the company between Jan. 1, 2014 and June 30, 2019 may be entitled to a portion of the settlement. Notices will go out to soon, and the Equal Employment Opportunity Commission will determine which women are eligible for payments, along with how much each will receive.
Prior to the investigation, Uber gave the impression that those accused of harassment were more worthy than the alleged victims were. Now, the company has agreed to set up a system to identify those who continue to sexually harass others and the managers who ignore it. Only time will tell if Uber will live up to its agreements and change the culture of the company.
California residents should not have to put up with sexual harassment, especially in the workplace. They should feel free to lodge a complaint if they become victims of this behavior without fearing retaliation from co-workers, managers or executives. Thanks to the #MeToo movement and people beginning to come forward in large numbers to complain about the treatment they are subjected to at work, companies such as Uber are being forced to address these issues and make the workplace safe for everyone.
The California Fair Employment and Housing Act (FEHA) protects employees from discrimination, retaliation, and harassment on the basis of their race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, martial status, sex, gender, gender identity, gender expression, age, sexual orientation, or veteran or military status.
How many times have you wondered if you’re getting paid your fair share? Do you think you’re underpaid because of your race, sex, gender, disability, or even your prior salary history?