|Fair Employment and Housing Act||
The Fair Employment and Housing Act (FEHA) prohibits harassment and discrimination in employment because of race, color, religion, sex (gender), sexual orientation,marital status, national origin (including language use restrictions), ancestry, mental and physical disability, medical condition (cancer/genetic characteristics), age (40 and above), pregnancy, denial of medical and family care leave, or pregnancy disability leave (Government Code sections 12940,12945, 12945.2) and/or retaliation for protesting illegal discrimination related to one of these categories or for reporting patient abuse in tax supported institutions. You may file a private lawsuit under the Fair Employment & Housing Act.
|Fair Employment and Housing Commission||
State administrative agency that enforces the Fair Employment and Housing Act.
|Fair Labor Standards Act|
|Federal Equal Pay Act of 1963||
The Equal Pay Act requires employers to provide equal pay without regard to sex for equal work performed at the same establishment.
|Hostile Environment Sexual Harassment||
Hostile environment sexual harassment refers to a situation where employees in a workplace are subject to a pattern of exposure to unwanted sexual behavior from other employees. A company is liable for such harassment if supervisors or managers take no steps to discourage or discontinue such behavior.
|Hostile Work Environment|
|Implied Employment Contract||
An implied contract is a non-written contract that is based on a mutual understanding and expectations between two parties in an employment relationship. An implied employment contract may be established between an employer and employee in several ways. Most often this contract is considered based on (1) the number of years served; (2) performance based on positive evaluations, promotions, salary raises, bonuses; or (3) existing company policies.
|Industrial Welfare Commission|
A form of discovery consisting of written questions to be answered in writing and under oath.