In a prior post, we focused on the question of whether Title VII of the 1964 Civil Rights Act could be extended to include sexual orientation as a protected class. At that time we opined that the quick answer would be “no” given that there had been no legislative push to expand the existing protected classes. Also, we noted that federal courts would be hesitant to expand the reach of a law without Congress’ blessing.
Sex discrimination is still a pervasive problem in American workplaces. It comes in many forms, such as unequal wages, stereotyping of roles and promotion biases. While a number of our posts focus on these problems, we have not written on the issue of paternity leave bias.
In a prior post, we highlighted the expectation that new recreational marijuana laws will not likely affect expectations that employees should be free of mood altering substances while at work. Essentially, employees could still face jeopardy if random drug tests found marijuana in their systems.
A recent decision by an administrative law judge may affect how future investigations may be conducted. As part of its investigation into pay discrimination claims, the Department of Labor sought information on nearly 25,000 employees, including birth dates, citizenship and visa information, salary and bonus compensation, as well as cell phone numbers and email addresses.
We may think that celebrities in general get an extra level of special treatment when they attend professional sporting events. After all, they can afford to set courtside and bring entourages who spend money as well. However, we may not realize that certain celebrities may be treated differently because of their race.
As a job seeker, it is particularly difficult to know what to do when an application has questions you may be uncomfortable answering, or when one has illegal questions. After all, you would not be applying if you didn’t want the job (or needed the income), so unwittingly complying with illegal directives is common, and can foster discriminatory practices.
As the State of California embarks on its journey of allowing recreational use of marijuana, many employers and employees may be curious of how the new laws (and decriminalization) would affect workplaces. Indeed, state medicinal marijuana use provisions do not directly translate to workplace drug testing laws. Also, marijuana is still listed as a schedule I drug under the federal Controlled Substances Act.
A federal appeals court recently ruled that the 1964 Civil Rights Act protects workers from discrimination based on sexual orientation. The ruling is the first recognition of such rights extending to LGBT employees.
Are good working relationships better for employers or employees? After all, good relationships between employees and supervisors can be helpful for productivity. When employees are satisfied with their jobs they tend to work better. What employer wouldn’t want that?
The saying “dog is man’s best friend” is more than just a cliché. It has become very common to have service animals accompany disabled employees in a number of public places, including grocery stores, shopping malls and even airports.