Connect with us

Business News

North Carolina responds to DOJ with a lawsuit over “Bathroom Bill”

North Carolina is in hot water once again, and this time there are two separate lawsuits involved: one filed by the state of North Carolina and one by the DOJ. How will this turn out?

Published

on

bathroom bill

Local showdown goes national

The fight for transgender rights has just begun, but in North Carolina, the epicenter of controversy, things seem to be getting even more heated. Several companies have rallied against North Carolina’s new law, termed the “bathroom bill,” and refused to bring their business to the state because they felt North Carolina’s new policy violated a basic human right. PayPal and Deutsche Bank have publicly protested the bill by suspending expansion plans into the state, directly influencing the business ecosystem.

bar
Of course there have been other businesses, entertainers, and activists that have refused to do business with North Carolina because they do not agree with their new law.

Dueling lawsuits have been filed

Now, North Carolina is making headlines for a different reason: Both North Carolina and the Justice Department have filed dueling lawsuits over the state’s “bathroom bill.” The battle begins over the current law which bans transgender people from using bathrooms that don’t match the gender on their birth certificates.

These dueling complaints were filed mere hours apart according to The Washington Post. North Carolina continues to contend that its law does not discriminate against transgender people or treat transgender employees differently than non-transgender employees; the Justice Department disagrees.

The Justice Department’s civil right’s office states the measure is discriminatory and violates civil rights.

The DOJ’s position:

Attorney General, Loretta Lynch stated during a news conference, that “this action is about a great deal more than just bathrooms. This is about the dignity and respect we accord our fellow citizens and the laws that we, as a people and as a country, have enacted to protect them.”

Vanita Gupta, head of the Justice Department’s civil rights division stated Monday, that the lawsuit “speaks to all of us who have ever been made to feel inferior — like somehow we just don’t belong in our community, like somehow we just don’t fit in.” She added, “Let me reassure every transgender individual, right here in America, that you belong just as you are.”

North Carolina has until Monday to decide their course of action. Currently, North Carolina receives federal education funding every year in excess of $4 billion; this money can be withheld because the “bathroom law” violates civil rights. The government has withheld funding before over civil rights issues (desegregation for one) so North Carolina will want to make their decision in a timely manner to avoid some pretty hefty repercussions from the government.

North Carolina’s position:

North Carolina Governor, Pat McCrory, has asked the Justice Department for an extension to the “unrealistic” Monday deadline, but was turned down unless he stated that the law was discriminatory.

To this, Gov. McCrory stated, “I’m not going to publicly announce that something discriminates, which is agreeing with the letter [from the DOJ], because we’re really talking about a letter in which they’re trying to define gender identity. And there is not clear identification or definition of gender identity. It’s the federal government being a bully.”

McCrory said Monday that the Justice Department had asked North Carolina officials to “set aside their constitutional duty and refuse to follow or enforce our state law.” As he did last week after receiving the letter, he said that this has broad implications, stating: “This is not just a North Carolina issue. This is now a national issue.” Thus the lawsuit filed the same day as the DOJ’s.

What Americans think

More than 50 percent of people recently polled by CNN stated they opposed laws (like North Carolina’s) that require transgender individuals to use facilities that do not match their gender identity, while 38 percent support such laws. The CNN poll was conducted prior to the Justice Department’s finding that North Carolina’s law violates civil rights.

At the time of publication, it is not clear what path North Carolina will take, but one thing is clear: Something will need to change, on one side or the other.

#BathroomBill

Jennifer Walpole is a Senior Staff Writer at The American Genius and holds a Master’s degree in English from the University of Oklahoma. She is a science fiction fanatic and enjoys writing way more than she should. She dreams of being a screenwriter and seeing her work on the big screen in Hollywood one day.

Business News

Think LuLaRoe is a pyramid scheme? Founders say your opinion’s uneducated

(BUSINESS NEWS) LuLaRoe Founders fight back against allegations saying that they’re a disruptive business model, not a pyramid scheme, and anyone that disagrees is uneducated…

Published

on

lularoe

Clothing company LuLaRoe insists that they are not a “pyramid scheme” despite recent class-action lawsuits claiming that the company lured retailers into buying thousands of dollars’ worth of unsellable merchandise.

LuLaRoe uses “multi-level marketing” to sell their products, meaning that the company sells merchandise to “consultants” – most of them women working from home who resell the merchandise to their neighbors and friends at home parties. The idea is that moms who want to stay home with the kids will have an independent way of making an income.

Last month, two class-action lawsuit were filed against LuLaRoe, claiming that the company makes the vast majority of its profits off of women who sign up to be consultants, rather than from sales to the end-users.

Plaintiffs say they have lost thousands of dollars because LuLaRoe aggressively pushes consultants to buy up to $20,000 worth of merchandise that can’t sell, either because the markets is flooded, or because the products are poor – one suit claiming that the fabrics tear like “wet toilet paper.”

“The vast majority of consultants sitting at the bottom of defendants’ pyramid were and remain destined for failure and unable to turn any profit,” says one suit. “Some resulted in financial ruin due to pressure to max out credit cards and to take loans to purchase inventory.”

The suits further claim that when women have tried to get out of the business, LuLaRoe has refused to take back and refund unsold merchandise, while also telling former consultants that they can no longer sell the products. Thus, consultants are stuck with thousands of dollars of merchandise that they can’t sell sitting in their garages and basements.

Deanne and Mark Stidham, founders of LuLaRose, tell CBS that it isn’t a pyramid scheme and that anyone who thinks so has an “uneducated opinion.”

Says Deanne Stidham, “You get the product, you put it before people, and you sell it, and you have money, and that’s the simplicity of this business and that’s as easy as it can be.”

The Stidhams implied that jealous retailers were encouraging plaintiffs to sue because the LuLaRoe model has been “disruptive in the marketplace.”

Continue Reading

Business News

Class action lawsuit claims Tesla plant is a hotbed of racism

(BUSINESS NEWS) Tesla is being hit with another lawsuit, this time alleging discrimination at one of their plants. No wonder Musk wants to get to Mars…

Published

on

tesla autopilot

Groundbreaking automaker Tesla may be the future of automotive transportation, but when it comes to discrimination, some say the company seems to be living in the past.

This week, the company received notice that they would be brought to court by a group of black workers filing a class action lawsuit. The suit states that the Tesla’s Fremont, California production plant is a “hotbed of racist behavior.”

The suit was filed by former employee Marcus Vaughn in the California state court in Oakland and is the third lawsuit filed this year by black workers and former workers from Tesla.

Vaughn, who began working in the factory in April, says that his supervisors regularly referred to him using racial slurs. When he wrote a complaint to the human resources department, they were unresponsive. Then in October, Vaughn was fired for “not having a positive attitude.”

Tesla is denying the claims, saying that they did investigate the incidents, and fired three workers as a result. The company went so far as to post a statement called “Hotbed of Misinformation” on its website on Wednesday, saying that the company is “absolutely against any form of discrimination, harassment, or unfair treatment of any kind.”

In May, Musk sent an email to all employees telling them that should never “allow someone to feel excluded, uncomfortable or unfairly treated.” However, he also said that workers should “be thick-skinned.”

Vaughn’s lawyer, Lawrence Organ, who also sued Tesla on behalf of three black Tesla workers last month, responded that “The law doesn’t require you to have a thick skin. When you have a diverse workforce, you need to take steps to make sure everyone feels welcome in that workforce.”

Tesla is also facing lawsuits claiming that the company discriminates against gay and older workers, and last month, the United Auto Workers (UAW) union filed a complaint to the federal labor board, saying that Tesla had fired workers for supporting unionization.

Continue Reading

Business News

Harvard digs into how several women broke the glass ceiling

(BUSINESS NEWS) At an increasing pace, the glass ceiling is being shattered, but what did it ACTUALLY take for individual women to do just that?

Published

on

glass ceiling broken

More than ever, women are breaking the glass ceiling in businesses. However, progress is still very slow, with the number of women CEOs of Fortune 500 companies only increasing little by little each year.

The Rockefeller Foundations’ 100×25 initiative hopes to have 100 female CEOs of Fortune 1000 companies by 2025. To this end, they’ve given a grant to Korn Ferry, a recruiting firm, to find “research-based tools and strategies” for launching more women into executive positions.

Korn Ferry teamed up with Harvard Business Review researchers to interview and assess 57 female CEOs to find out the plot points and personality traits led to their business success. From these observations, they’ve made some crucial recommendations for how companies can get more women into top positions. Here’s what they discovered.

First of all, the study found that women had to work harder and longer to get to the top than men. They held more positions, worked for more companies, and were an average of four years older than their male counterparts.

Secondly, the study also found that female CEOs were motivated by different factors than male CEOs. They were less interested in status and rewards than they were in collaboration and in participating in something that would contribute positively to company culture or to the community as a whole.

The study also identified four common characteristics of female CEOs: courage, risk-taking, resilience, and managing ambiguity. Breaking the glass ceiling in and of itself required women to face fears, take on challenges, and stay in the fight even when discouraged.

Despite these powerful personality traits, female CEOs were found to be more humble than male CEOs. They spent less time promoting themselves and were more likely to be thankful for their coworkers and supporters, and to give credit to others for their successes or their company’s successes. Female CEOs saw themselves as a part of a team and understood that no single person was responsible for defining the company or making it successful.

The study discovered that very few female CEOs had envisioned themselves making it that far. Only five grew up dreaming of being a CEO, and two-thirds said that they didn’t even think about being a CEO until a mentor or boss encouraged them.

Lastly, the study found that female CEOs had strong backgrounds in STEM, as well as business, finance, and economics. None of the CEOs started their careers in human resources, a department that is often heavily staffed by women.

From these findings, the researchers made several suggestions to strengthen the “pipeline” of women into top positions. This included identifying women with potential earlier and giving them more opportunities and guidance, including mentors and sponsors. It also suggested describing leadership roles in terms that resonate with women by showing how the role will give them a chance to add value to the business and do something positive in the world.

Finally, the researchers warned to beware of the “glass cliff,” wherein women are only given leadership opportunities when the company is in crisis or when there is a high chance of failure. Instead, companies are encouraged to give women a chance when the brand is doing well, or if you must put them in a high-risk position, help them bounce back so that it doesn’t ruin their career.

Read more on the study at Harvard Business Review.

Continue Reading
Advertisement

The
American Genius
News neatly in your inbox

Join thousands of AG fans and SUBSCRIBE to get business and tech news updates, breaking stories, and MORE!

Emerging Stories