The Employer Handbook Blog
United States Senate [Public domain], via Wikimedia Commons
2020 presidential candidate Kamala Harris just floated ‘the most aggressive equal pay proposal in history.’
What does a $3.3M jury verdict for race discrimination by a strip club look like? I’ll show you.
Image Credit: Google Street View
It doesn’t look so good if you are the defendant. Continue reading
The House passed the Equality Act to protect LGBT rights at work. Here’s why it won’t become law.
Photo by Sharon McCutcheon on Unsplash
Allow me to explain.
Continue reading
A new bill in Congress will end forced arbitration of employment claims. But, will it pass?
Image Credit: Photofunia.com
In a statement issued earlier this week, House Judiciary Chairman Jerrold Nadler (D-NY) announced that he would “not rest” until Congress passed “historic legislation to end forced arbitration.”
I have a feeling Mr. Nadler is going to be pretty tired. But, let’s see what this is all about. Continue reading
Examples of pregnancy accommodations include shift changes, rest breaks and, oh yeah, open-toed shoes.
By David Shankbone – Own work, CC BY 3.0, Link
Yesterday’s post was all about the breadth of the Pregnancy Discrimination Act (PDA). We addressed a situation in which a plaintiff alleged that her employer fired her for seeking an abortion. The court concluded that, if true, the employer’s actions would have violated the PDA.
(The employer ultimately prevailed on the PDA claim because it had a non-discriminatory reason for firing the plaintiff.)
Today, let’s shift focus to accommodations under the PDA. Continue reading
A company allegedly fired a woman because she got an abortion. But, is that illegal?
Image by OpenClipart-Vectors from Pixabay
A Louisiana woman claimed that, back in September 2017, she told her employer that she had become pregnant and that she was planning on having an abortion. The woman then alleged that, during her time off from work, the company violated the Pregnancy Discrimination Act (PDA) by firing her.
Let’s assume that the company did fire her for getting an abortion. Does that violate the PDA? Continue reading
Is it ok to ask a lesbian co-worker to use her ‘gaydar’ to determine whether a new client is also gay?
Photo via Good Free Photos
Short answer: No.
Slightly longer answer: No, you jerk, of course not!
In a few hundred more words, I’ll explain why. Continue reading
The EEOC has a new Chair and a quorum. Here’s what this means for employers.
U.S. Government [Public domain], via Wikimedia Commons
However, last week, the Senate finally confirmed Ms. Dillon. So, not only does the EEOC have a new leader, but it also has a quorum with three out of five Commissioner seats filled.
What does this mean for employers? A lot. Continue reading
Was that a ‘white power’ symbol at the Chicago Cubs game? Still not ok.
I’ll be the first to admit that, if I were watching this video in real time, I would have missed it.
Missed what?
A Chicago Cubs fan flashing what the team determined was an ‘offensive hand gesture associated with racism’ on live tv. That fan has since been banned from Wrigley Field, where the Cubs play their home games. Continue reading
When a woman makes offensive comments about being female. A lesson on implicit bias.
Image by mohamed Hassan from Pixabay
I live and work about 100 miles northeast of Baltimore, MD.
I don’t have my finger on the pulse of everything that’s going on in the Charm City. However, I do know that the City’s 50th mayor, Catherine Pugh, had a bad run there at the end. She resigned on May 2, which was about a week after the FBI and IRS conducted multiple raids relating to her business affairs. You can read all about it here.
The purpose of today’s post is not to pile onto Ms. Pugh. Instead, I want to focus on another related separation of employment and a lesson for your workplace.