Women’s Basketball Coach Alleges Discrimination at Citrus College

The Employment Law Attorneys of MLG are bringing a lawsuit against Citrus Community College on behalf of an employee who alleges that she faced discrimination, harassment, and retaliation due to her race, gender, and outspoken advocacy on issues of pay equity and unfair treatment of women in sports. As the head coach of Citrus College’s women’s basketball team, this employee was not only allegedly paid less than her male counterparts but reprimanded for her efforts to advocate both for herself and for the women on her team. The complaint further alleges violations of the California Fair Employment and Housing Act, citing harassment based on race and gender, wrongful retaliation, and a failure by the institution to prevent such misconduct. The plaintiff claims that Citrus College’s actions were not only unlawful but also demonstrated a disregard for the institution’s responsibility to create a safe and equitable environment for employees.

The complaint also alleges retaliatory actions following the plaintiff’s attempts to address or report the discrimination she experienced This retaliation, according to the plaintiff, included professional marginalization and punitive measures that further exacerbated the harm. The plaintiff’s paid position as full-time women’s basketball coach at a junior college is one of only two in the state, limiting equivalent professional opportunities elsewhere. Thus, the plaintiff asserts that Citrus College’s actions have caused significant harm, including emotional and professional damages.

“This case shines a light not only on the marginalization women often face in the workplace, but on the reality of women’s athletics, which is often forced to take a backseat in terms of both resources and respect,” says lead attorney Joe Richardson, who heads MLG’s Racial and Economic Justice practice group. “We look forward to drawing attention to these equity issues, while fighting for our client as she fought for others.”

To learn more about this case, or if you have faced a similar situation in the workplace, contact our employment law team today by calling (909) 345-8110 for a free case evaluation. 

Fighting Against Race and Gender Based Discrimination

Even though discrimination based on protected classes such as race, religion, ethnicity, or gender is illegal, that unfortunately does not stop some bad actors from implementing discriminatory policies or acting in a discriminatory way. Some forms of discrimination based on race, religion, or ethnicity can be subtle, such as an employer or credit provider adopting policies that cause unjustified harm to people of a particular race, ethnicity, religion, or gender.

If you believe you have been discriminated against in your workplace, contact our team today. The attorneys at MLG have extensive experience in employment law and are well-versed in federal and state anti-discrimination statutes. We help our clients understand their legal rights and options and work diligently to ensure those rights are protected. By partnering with McCune Law Group, you will receive the knowledgeable and compassionate representation you need to navigate the complexities of employment discrimination cases and achieve the best possible outcome.

How to Start Your Potential Case

The Employment Law Attorneys of MLG are trained to help fight against any form of workplace retaliation and specialize in protecting employee’s rights. Our firm has extensive experience handling a variety of employment discrimination cases spanning a wide variety of protected classes and circumstances. Here are four steps to help you initiate contact:     

Step 1: Research and Gather Information – Before reaching out, gather all relevant information about your case. This includes details about the incident and information about the parties involved. Take note of the date, time, and location of the incident.       

Step 2: Call or Complete the Form for Initial Evaluation – Use the provided phone number or online form to contact our team. You may find it helpful to prepare a summary of your case before making the call or completing the form. This will ensure you provide essential details efficiently.       

Step 3: Schedule a Free Evaluation – Request a free evaluation to discuss your case in detail. We offer free initial evaluations to assess the viability of your case. During this meeting, you can share the specifics of your situation, ask questions, and get a better understanding of how our team can assist you.       

Step 4: Prepare for the Evaluation– Before the scheduled evaluation, organize all relevant documents and be prepared to articulate the details of your case clearly. This will help the attorney assess the merits of your case more effectively. During the evaluation, feel free to ask any questions you may have about the legal process, potential outcomes, and our approach to employment lawsuits.   

Frequently Asked Questions

What is employment discrimination?

Employment discrimination refers to any unfair treatment of employees or job applicants based on their protected characteristics such as race, color, religion, sex, national origin, age, disability, or genetic information. Discrimination can occur in various aspects of employment such as hiring, firing, promotion, pay, benefits, training, or job assignments.

According to the complaint, the defendants engaged in professional marginalization and other punitive measures following the plaintiff’s efforts to report harassment and discrimination. These retaliatory actions compounded the plaintiff’s emotional and professional distress, creating further barriers to performing her role effectively.

The primary allegations include race and gender-based harassment, retaliation, and a hostile work environment at Citrus College. The plaintiff further accuses the defendants of failing to prevent discrimination and harassment, contributing to an ongoing toxic workplace environment. These allegations include both direct discrimination and institutional negligence in addressing such behaviors.

If you believe you have experienced employment discrimination, you need the aid of an attorney at MLG. Our team is trained to help fight against any form of employment discrimination and advocate for those who have been stunted or mistreated in the workplace by discriminatory policies. When you entrust your case with an MLG lawyer you can rest easy knowing you have a trustworthy ally that can fight for you.

At MLG, we are no stranger when it comes to defending our clients from injustices, unfair practices, and discrimination. With more than 30 years of experience and over $1 billion recovered for our clients, our firm has become nationally recognized for protecting our clients against any discriminatory practices that violate your civil rights. Racial and Economic Justice practice area leader Joe L. Richardson is dedicated to holding discriminatory systems accountable and attaining justice for all Americans, regardless of race, religion, ethnicity, gender, and sexual orientation. Contact our team of award-winning attorneys today for a free evaluation of your potential case.

If you or a loved one has experienced discrimination on the basis of race, religion, ethnicity, gender, or sexual orientation, contact our team today! Complete the form or call (909) 345-8110 to schedule a free evaluation.

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McCune Law Group, APC, is responsible for this advertisement. The information provided on this website is for general information purposes only. The information you obtain is not, nor is it intended to be, legal advice. Use of this website or submission of the online form does not create an attorney-client relationship.

Counsel Richard McCune is licensed to practice only in the state of California. The law firm of McCune Law Group has attorneys licensed to practice law in AZ, CA, MO, NY, and PA. McCune Law Group is a national firm that brings lawsuits in a majority of the states. In states where one of its attorneys is not barred, it does so by filing the complaint along with local counsel barred in that state.

The results discussed do not guarantee, warrant, or predict the results in future cases.