The U.S. Equal Employment Opportunity Commission (EEOC) is providing strategies for employers to expand employment opportunities for workers with unemployment gaps. And there’s also a double-secret EEO-1 Component 1 Report filing extension.
That reads a little bit like a headline from The Onion. Continue reading
Last night, I read this federal court opinion where a defendant, sued after firing a plaintiff who used CBD for her disability, got the entire case dismissed.
So, let’s talk about how and why. Continue reading
Hopefully, this question doesn’t have you clutching your pearls. Continue reading
The general rule in employment law is that an employer’s inconsistencies and contradictions breathe life into discrimination claims.
But there are some exceptions.
As I sit here on vacation cleaning out some of the older cases from my Google Drive, I came across this Fifth Circuit decision about which I meant to blog a while ago. It’s about a baccarat dealer who had to deal with a customer making sexually charged gestures, remarks about her appearance, and sexual propositions toward her.
No employee should have to deal with this type of behavior. But does the law recognize that customers can create a hostile work environment for one of your employees?
The Equal Pay Act (EPA) prohibits employers from discriminating against an employee based on sex by paying lower wages than are paid to employees of the opposite sex for performing equal work. We usually see women assert EPA claims.
But men can have them too. Continue reading
Back in 1977, Star Wars premiered, Seattle Slew won the Triple Crown, and the Supreme Court established that employers need not reasonably accommodate religious beliefs under Title VII if inconsistent with a collective bargaining agreement. Plus, Title VII does not require an employer to discriminate against other union employees by depriving them of seniority rights to accommodate an employee’s observance of the Saturday Sabbath.
The nation’s anti-discrimination enforcer is promoting greater equity and inclusion for members of the LGBTQI+ community. Soon, non-binary individuals can select a nonbinary “X” gender marker during the voluntary self-identification questions that are part of the intake process for filing a charge of discrimination. Continue reading
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