SNL Cast Members Named As Alleged Witnesses To Sexual Assault In Newest Statement By Victim

SNL Sexual Assault Case

The Jane Doe plaintiff suing NBC and Horatio Sanz in a sexual assault case has made a new statement where she named several Saturday Night Live cast members as alleged witnesses to Sanz’s sexual assault of her. Amongst the named witnesses in the statement are Tina Fey, Rachel Dratch, and Seth Meyers.

Jane Doe sued NBC and Sanz summer of 2021 alleging that Sanz had groomed her since she was 15 years old and he had groped her at a 2002 SNL afterparty. Doe was 17 years old at the time of the alleged assault. Doe recently made a statement in which she claimed that several cast members were within eyesight of the assault incident at the party.

Sanz had allegedly groped Doe in full view of his colleagues. Doe states that she and Ana Gasteyer made eye contact while Sanz groped her and Gasteyer was visibly startled in response. She also states that she saw Fey and Dratch looking at Sanz and Doe and were also visibly startled. Also named in her statement were Seth Meyers and Maya Rudolph who were facing them and Doe describes Rudolph looking disgusted.

In the statement, Doe states that she expressed her discomfort and desire to leave to Sanz but was dismissed by him despite the stares.

NBC denies liability for Sanz’s behavior, in their support of the company’s motion to dismiss the complaint. Sanz’s attorney also issued a denial last year, describing Doe’s allegations as false and claiming that Doe repeats her allegations and ropes in high-profile names to generate media attention.

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U.K. Court Rules Term “Bald” is Form of Sexual Harassment

U.K. Court Rules Term “Bald” is Form of Sexual Harassment

A panel of three judges in the U.K. have ruled that insulting a man for being bald in the workplace can be a form of sexual harassment. 

The tribunal, who are all balding themselves, argued that because hair loss is far more prevalent in the male sex than female, the term is then inherently related to sex/gender. So a comment on a man’s hair loss is equivalent to commenting on a woman’s breasts.

This ruling came about in a case of an electrician, Tony Finn, who sued a West Yorkshire-based small business over the use of the term “bald” after one of his supervisors allegedly called him a “fat bald c—” and was later fired.

The judges were then left to deliberate on whether the “bald” comment was simply insulting or if it meets the criteria to be considered harassment. They connected “bald” to the protected characteristic of sex and found it inherently related to sex. And argued that while both men and women bald, baldness is more prevalent in men than women.  With this they stated that men like Finn would be most likely to be receiving such a comment.

The finding also added that the remark was degrading and humiliating. Though strong language is common on West Yorkshire factory floors, it was judged that the remark crossed a line by making a personal attack on Finn’s appearance. Therefore, the comment was made with the purpose of violating Finn’s dignity and creating a hostile work environment.

The tribunal upheld the sexual harassment claim and ruled the company unfairly terminated him after 24 years of employment.

Remember, this was one court in England.  Under California and U.S. law, gender based or sexual harassment has to be either “severe or pervasive”.  So, under American law, a one-time comment of “bald” is extremely unlikely to be “severe” enough to be actionable sexual harassment.

What do you think of the U.K. Court’s reasoning?

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2018 Sexual Harassment Settlement Against Elon Musk Comes to Light

2018 Sexual Harassment Claims Come Out About Elon Musk

Details have been released about a $250,000 settlement that SpaceX paid to quiet a sexual harassment claim against Elon Musk in 2018.

The flight attendant was contracted on SpaceX’s corporate jet. She accused Elon Musk, founder of SpaceX, of exposing himself to her, rubbing her leg without his consent, and offering to buy her a horse in exchange for an erotic massage.

The 2016 incident was supported by a declaration made by a friend of the attendant and in email correspondence.

According to the declaration, the attendant confided to her friend that after taking the SpaceX job, she was encouraged to get licensed as a masseuse so she could give Musk massages and get to fly more often. She told her friend that Musk had propositioned her during one such massage on Musk’s Gulfstream Jet.

In the declaration, the flight attendant tells her friend that during a massage on a flight to London, Musk, who was only wearing a sheet covering his lower body, exposed his genitals, touched her thigh and offered to buy her a horse if she would “do more,” referring to sex acts. The attendant declined. The friend described the attendant as distraught, visibly upset, and full of anxiety when she told her about the incident.

After the incident, the flight attendant felt that she was retaliated against as her shifts were cut. She felt she was being punished for refusing to prostitute herself.

In 2018, the flight attendant hired an employment lawyer. The complaint was settled for $250,000 in exchange for a promise to not sue over the claims. The agreement included a non-disclosure and non-disparagement clause.

The attendant’s friend was the one who decided to come forward about what she was told about Musk. Unlike the flight attendant, she was not bound by a non-disclosure agreement. As a survivor of sexual assault, she felt a responsibility to bring Musk’s misconduct to light. This friend felt it was important for her to speak up in order to not let predators go without accountability, especially wealthy and powerful individuals like Musk, who can cover up their wrongdoings by throwing money at it.

Non-disclosure agreements are crucial components of the system that allows for this lack of accountability. Later in 2018, just months after the flight attendant signed her agreement, Governor Jerry Brown signed into law the “Stand Against Non-Disclosure Act” which bars the use of NDAs in sexual harassment/assault settlements going forward.

The flight attendant’s allegation is the only known misconduct claim against Musk himself; however, both his companies have faced a number of allegations of sexual harassment.

Musk has responded saying that the timing of the story is politically motivated.

The flight attendant’s friend hopes her publication of Musk’s misconduct inspires others who were mistreated by Musk to come forward.

Do you think Elon Musk committed sexual harassment? Do you think the flight attendant’s friend purposely chose to hold back coming forward until now?

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Video Game Giant Activision Blizzard Settles On $18 Million To Victims Of Sexual Harassment And Discrimination

Activision Blizzard Sexual Harassment and Discrimination Lawsuit

Activision Blizzard, a video game company giant, has agreed to settle a workplace discrimination lawsuit filed by the EEOC. The company will pay $18 Million and individuals who were employed after September 2016 that have a harassment, discrimination, or retaliation claim will be eligible at a piece of the settlement.

The EEOC filed the discrimination lawsuit after a three-year investigation initiated by several harassment, discrimination, and retaliation complaints by Activision employees. It found that the company failed to take corrective and preventative measures on sexual misconduct complaints. 

The DFEH alleged that Blizzard Entertainment had a pervasive “frat boy” culture where employees, under management’s instruction, would drunkenly go around the workplace harassing and groping female employees. On top of the rampant pay discrimination, victims of such harassment were punished when they spoke up against the unwanted behavior.

Throughout the investigations it was uncovered that Bobby Kotick, Activision Blizzard CEO, knew for years about the sexual harassment complaints, including alleged rapes, but did not inform the board of directors, even after investigations began in 2018. It wasn’t until September 2021, when he was subpoenaed that the reports of misconduct were disclosed. Afterwards, Activision issued a press release in which they stated that they continue to quickly work at addressing and resolving workplace issues.

Several employees filed sexual harassment lawsuits against Activision. These employees describe a culture of sexual harassment and assault at the company. One current employee disclosed that she was subjected to frequent sexual advances, and another employee was subjected to sexual harassment, battery, and assault by management. When employees spoke up or tried to speak up, they were reprimanded, ridiculed, threatened with retaliation or told that human resources was not going to help. These victims demand from Blizzard an increased settlement amount in excess of $100M as an acceptable apology for the damage endured.

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Sexual Harassment / Sexual Orientation Harassment – Case Example

Sexual Orientation Harassment Case Example

Throughout his employment, Vinny (male) had to endure a hostile work environment of constant, severe and unwelcome sexual harassment and touching.

A co-worker exposed himself to Vinny multiple times and would call him a faggot. Vinny made a formal written complaint to HR about this and of sexual harassment towards a female employee. Soon thereafter his employer retaliated against him for his written complaints. He received two write-ups and was terminated the very next month.

Same-sex sexual harassment is illegal. So is sexual orientation harassment, even if the person’s involved are heterosexual and only perceived to be LGBTQ+. Moreover, it does not matter if the motivation of the harasser is sexual desire—it is illegal under California’s Fair Employment and Housing Act.

The sexual misconduct and the company’s retaliation and wrongful termination had a devastating effect on Vinny and his family. We helped Vinny get justice.
If you have suffered sexual orientation harassment or discrimination in your workplace or have been retaliated against, our firm may be able to get you justice too. Give us a call at 310-400-5891 for your free consultation.

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Mishandling Of Sexual Harassment Allegations Lead To Firing Of Several CVS Executives

An internal investigation found that several executives at CVS botched the handling of sexual harassment allegations. These findings prompted CVS CEO Karen Lynch to fire several executives and overhaul the company’s sexual harassment policy. 

Ms. Lynch took over as CEO in February 2021 for CVS making it the largest company by revenue to be run by a female CEO. Lynch made the changes to personnel after learning of complaints about a New Jersey regional manager who was allegedly harassing and inappropriately touching at least two female employees at work. 

Lynch personally oversaw the investigation into allegations against the manager. In January, when investigations concluded, Lynch ordered his dismissal as well as several of the manager’s superiors for failing to treat sexual harassment allegations with the seriousness they deserve.

The removal included an executive who supervised the regional manager and a human-resources executive, while a third executive left the company during the investigation.

Lynch then informed about 450 senior leaders at the company of the decision and revealed  plans to create an office for CVS that would offer its employees a confidential channel through which they can bring complaints of harassment. 

In a later memo, Ms. Lynch made clear that the company does not tolerate harassment or hostile behaviors regardless of position and will not tolerate inaction from those responsible of escalating concerns. She points out efforts to improve internal reporting, investigation, and the creation of a confidential channel for concerns. And allures to a review of procedures in the company’s human resources, legal department, and arbitration.

Do you think CVS is actually taking sexual harassment seriously now?

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Former Back-Up Dancer Sues Snoop Dogg for Sexual Assault

Snoop Dogg Sexual Assault Lawsuit. Alleged Incident occurred at recording studio

A woman (Jane Doe) filed a lawsuit in Los Angeles federal court on February 9, 2022 accusing Snoop Dogg and Bishop Don ‘Magic’ Juan of sexual assault. The woman is described as a dancer, model and actress, and said to have regularly worked on-stage with the rapper. The alleged incident happened after the woman attended a Snoop Dogg concert in May 2013, nearly nine years ago.

The lawsuit alleges:

1/ Following the concert, Jane Doe and a friend agreed to go to Snoop Dogg’s studio with him and his friend Donald Campbell. 

2/ She asked to be taken home after an offer by Campbell, but Campbell drove her to his residence after she fell asleep in the car.

3/Jane Doe fell asleep at Campbell’s home and was awaken around 4 a.m. to Campbell forcing her to perform oral sex on him.

4/ Campbell urged her to accompany him to a Snoop Dogg taping, calling it a “career move” for her.

5/While at the taping, Snoop Dogg followed her to the bathroom where he forced her to perform oral sex and masturbated in front of her.

Jane Doe alleges she felt pressure from Snoop Dogg due to his position of power, ability to fire her, and ability to ensure she never be hired in the industry again. Her attorney explained that Jane Doe speaks now because she “refuses to be silenced and intimidated any longer” and hopes to inspire other victims to understand they have rights and do not have to be silenced forever.

A spokesperson for Snoop Dogg has denied the sexual assault allegations and denies she ever worked for him.  

According to the filing, the woman attempted private mediation with no success.  The lawsuit alleges that Snoop Dogg retaliated against her following the mediation by posting on Instagram that it was “gold digger season.” The post does not name any particular person.

California’s laws on sexual assault have changed recently to extend the statutes of limitations for civil claims.  

Do you think the long delay in bringing the claims will negatively effect Plaintiff’s claims?

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“King of Comedy” Jerry Lewis Under Fire for Sexual Harassment and Assault

Jerry Lewis Accused of Sexual Harassment and Sexual Assault

Several actresses have accused comedian Jerry Lewis of sexual harassment and sexual assault. These claims were brought to light during interviews led by investigative film-makers Amy Ziering and Kirby Dick. 

While investigating countless abuse allegations from Hollywood, the film-makers discovered that many of Lewis’ former co-stars had unsettling claims about the comedian. The film-makers had several sit-down conversations with the actresses and turned them into a feature and short film for the “Hollywood Issue.” 

Actresses that will be included in the short are: Hope Holiday (The Ladies Man), Jill St. John (Who’s Minding the Store?), Anna Maria Alberghetti (Cinderfella), Karen Sharpe (The Disorderly Orderly), Renée Taylor, vocalist Lainie Kazan, and several others. While all disturbing, Sharpe and Holiday’s are most severe.

Karen Sharpe alleges that Jerry Lewis attacked her in his office. She claimed that Lewis grabbed her, then attempted to fondle her, and began to take off his pants. Sharpe fought him off but then had to deal with a toxic filming environment as Lewis gave orders to the crew to not speak or rehearse with her.

Hope Holiday alleges that Lewis had locked her in his dressing room, then proceeded to “talk dirty” and masturbate. Holiday was torn about reporting the actor after the events because she had a signed contract with Lewis and the studio.

These allegations brought forth by Lewis’ co-stars add to the #MeToo movement’s focus on shining a spotlight on the misconduct in Hollywood and bringing abusers like Jerry Lewis out of cover. 

What do you think of these allegations?

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Congress Passes Law Prohibiting Forced Arbitration of Sexual Harassment & Assault Cases 

Congress and senate approve sexual harassment bill 2022

Congress has approved a new bill that would end forced arbitration in workplace sexual harassment and sexual assault cases and would allow people to file a lawsuit in court if the alleging party chooses. The measure was originally introduced in 2017 by Sen. Kristen Gillibrand, D-N.Y., and Sen. Lindsey Graham, R-S.C. The bill had uncommonly strong bipartisan support and will soon be signed by President Joe Biden.

This law is a big win for the #MeToo movement that has prompted criticism on how sexual misconduct claims are handled. It is also a big win for all employees and likely other consumers who are forced into arbitration. Sen. Kristen Gillibrand claims it to be one of the most significant labor law changes in American history.

The bill would:
1/ nullify the language in employment contracts that force employees to bring sexual assault or harassment cases through arbitration—a process that is biased against employees and disproportionally benefits employers.
2/ bar arbitration clauses found in service agreements that have prevented those sexually assaulted in nursing homes or massage parlors from taking their claims to court.
3/ allow the alleging party to elect to file a lawsuit through the courts instead of forced arbitration—which has repeat player arbitrators who make the decisions, limited discovery, is without a jury, and without a chance to appeal a decision.
4/ allow for the publication of sexual misconduct allegations that stay secretive through the arbitration process. The secretiveness of arbitration has allowed corporations to avoid changing policies, protected perpetrators from public accountability, and has allowed for serial abusers to avoid removal. In effect, the nullification of the clause with this bill can kick start change in the workplace and can bring about justice for victims of sexual harassment and sexual assault.

Employer defenders of the arbitration process argue it is faster and less costly than court. Yeah, less costly for them. As Senator Graham pointed out, it doesn’t harm business to ensure harassment victims are treated fairly.

It’s estimated that 60 million American workers have arbitration clauses in their employment contracts. This new bill would open the door for people who were bound by these arbitration contracts to finally take legal action and return them their constitutional right of their day in court.

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Shirazi Law Firm Announced as a Top Los Angeles Employment Law Firm by UpCity! 

Shirazi Law Firm is announced as Top Employment and Labor Law Firm in Los Angeles and Nationally according to upcity

Shirazi Law Firm is thrilled to officially announce that we have been recognized as one of the top employment and labor law firms in Los Angeles and nationally by UpCity! 

From wrongful termination to discrimination to harassment, we handle all types of employment law cases. We have helped past clients achieve significant results against some of the world’s biggest companies, ensuring that California’s workers are never taken advantage of. This is only one reason our Los Angeles-based firm has been recognized by UpCity as not only one of the best employment and labor law firms in Southern California but also nationally in the United States

UpCity is a resource that helps connect businesses to service providers they can trust. With more than 70,000 listed providers—from marketing agencies to accounting firms to HR consultants to IT specialists, and many more—2 million businesses (and counting) have visited UpCity to research and identify the best partner for their needs. 

Dan Olson, CEO of UpCity, had this to say about the Shirazi Law Firm team: 

“When it comes to labor and employment cases, you need the right attorney behind you. The Shirazi Law Firm has proven time and time again that they’re one of the best employment law firms in California and the country as a whole.” – Dan Olson, CEO, UpCity 

This recognition has been driven in large part by our perfect 5-star UpCity review rating Here are a few of our favorite pieces of feedback we’ve received from our amazing customers: 

· “I could not have hired a better pregnancy discrimination lawyer than Emanuel Shirazi and team. Mr. Shirazi’s skill, passion, heart, patience and tenacity led to me getting an amazing 7 figure result. If you are looking for an employment lawyer in Los Angeles or anywhere in Socal, he is your guy hands down 100%” – Julie Vas 

· “Emmanuel did an amazing job on my case! He was very involved and communicated throughout the entire process. He made sure I was comfortable with the decisions and negotiated the best results! I have already recommended two of my friends to him. You are making the right choice choosing Shirazi Law Firm!” 

We’d like to thank UpCity for recognizing us with this tremendous honor. It’s truly incredible to be amongst such incredible firms in the UpCity community.

 

Learn More About Shirazi Law Firm’s Owner and Attorney Emanuel Shirazi

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Shirazi Law Firm, PC

Shirazi Law Firm, PC

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