Employer faces lawsuit alleging female employee's termination was discriminatory, retaliatory
An ex-employee gave enough evidence such that a jury could reasonably conclude that discriminatory or retaliatory animus and not the stated reasons motivated the former employer’s decision to terminate her, the California Court of Appeal recently said.
The plaintiff in the case of Doe v. Software One, Inc. founded and owned a company. The defendant corporation acquired the plaintiff’s company and offered her the position of “Head Solutions Sales, Skype for Business,” which she accepted.
The plaintiff attended the national sales kick-off and described the event as “full of outlandish behavior.” She alleged that the chief executive officer expected the women to dance onstage and poured champagne down their throats. She refused to participate and later complained to the American division’s president.
The employer then received complaints about the plaintiff, which alleged that she withheld important information, bullied, humiliated, demeaned others, and showed unacceptable behavior. The employer reassigned the plaintiff to the new role of “Global Alliances and Practice Development Leader, Skype for Business.”
Six months later, during an after-work event, the director of technical solutions told the plaintiff that the employer was a “guys’ club” and that the plaintiff was a “bitch” who was “never going to make it” working there.
The human resources manager investigated the plaintiff’s...
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