Elon Musk’s Neuralink Faces Allegations of Discrimination and Retaliation
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In recent news, a former Neuralink employee claims she faced discrimination, workplace retaliation, and disregard for her pregnancy accommodations during her time at the company.
The Case: Short F/K/A Lindsay Tatum vs Neuralink, Corp.
The Court: Superior Court of Alameda County
The Case No.: 24CV079691
The Plaintiffs: Short F/K/A Lindsay Tatum vs Neuralink, Corp.
The plaintiff in the case, Lindsay Short (formerly known as Lindsay Tatum), is a former Neuralink employee. Neuralink hired Short on March 9, 2021, as an Animal Care Team member at Neuarlink’s Dixon location. During her hiring process, it was understood by all parties involved that Short would require flexibility to accommodate her children’s work schedule and doctor’s appointments. After the Dixon location was closed in January 2022, Short was promoted to Animal Care Lead and transferred to Fremont with a pay raise. After negotiating her need for flexible time off to care for her children, Short accepted the new position as Animal Training Lead for the Non-Human Primate population and moved from Dixon to Fremont. Upon starting the job at the Fremont location, Short quickly discovered that management heavily discouraged taking rest breaks, and employees were frequently not relieved of job duties during their meal periods. Management at the Fremont location also quickly began pressuring Short to prioritize her work over her family, disregarding the oral agreement they entered into offering flexibility to accommodate her need to care for her children.
Alleged Labor Law Violations Escalate: Failure to Provide Appropriate PPE
Additionally, Short claims in the complaint that Neuralink conducted experiments within its research lab using rhesus macaque non-human primates (NHPs) that carried the deadly Herpes B virus without providing her with the appropriate PPE and failed to acknowledge her concerns regarding training, safety protocols, and violations of government regulations, which eventually led to her potential exposure. In response to her complaints, Short claims she was subjected to a retaliatory demotion under the erroneous guise of poor work performance that took effect in May 2023. In June 2023, Short advised HR in a teleconference meeting that she was pregnant. The next day, her supervisors presented her with a separation agreement and notice of termination for alleged “performance issues.” Short filed a wrongful termination lawsuit claiming she suffered economic loss and emotional distress due to the company’s unlawful conduct.
The Defendant: Short F/K/A Lindsay Tatum vs Neuralink, Corp.
The defendant in the case is Neuralink, Corp., and two of Short’s managers during her time working at the company. Short claims Neuralink and two of her managers, specifically Thurman and Sorrells, subjected her to discrimination, failure to provide appropriate accommodations for pregnancy, exposure to unsafe conditions, a pattern of discriminatory and retaliatory actions, and whistleblower retaliation. Additionally, Short claims Neuralink violated labor law’s meal break and rest period requirements.
The Case: Short F/K/A Lindsay Tatum vs Neuralink, Corp.
Short F/K/A Lindsay Tatum vs Neuralink, Corp., lawsuit alleges several labor law violations. The alleged labor law violations started after Short took a promotion with an accompanying pay raise and oral agreement for a flexible work schedule that accommodated her need to provide care for her children. The promotion necessitated a move of approximately 80 miles from Dixon to Fremont. Short seeks economic damages, non-economic damages, punitive damages, attorney’s fees, and any other remedies available under applicable laws.
If you have questions about filing a California wrongful termination lawsuit, please get in touch with Blumenthal Nordrehaug Bhowmik DeBlouw L.L.P. Experienced employment law attorneys can help you in various law firm offices in San Diego, San Francisco, Sacramento, Los Angeles, Riverside, and Chicago.
