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May 2016 Archives

Worker misclassification an increasing issue for sharing companies

A worker’s relationship with the business he or she is working for is important not only from the standpoint of how business is done and how satisfied a worker is with his or her job, but also from the perspective of a worker’s legal rights. Workers are not properly classified can end up missing out on the benefits and protections due to them, so classification is more than just a paperwork issue.

Looking at the issue of worker misclassification

Last time, we began discussing the issue of employee classification and the challenges companies in the sharing industry are facing in this area. As we noted, a large reason for the problem is that the current worker classification model is largely binary, recognizing workers as either employees or independent contractors.

New laws protect transgender workers

Since the Civil Rights Act of 1964 a variety of laws have been enacted and amended with the goal of treating all humans fairly and with the respect they deserve no matter who they are. This means allowing each person the same opportunities regardless of factors such as age, race, religion, and gender. Federal laws still fall short in many ways when it comes to the LGBT community, however when it comes to workers in New York City the laws that protect and advocate for these citizens are more progressive.

At-will employment and wrongful termination

The relationship between an employer and employee is often complex and, at times, can become strained and even contentious. In cases where an employee is fired or let go from a job, he or she is likely to feel slighted and wronged. In most cases, however, the terms of an employment relationship are considered to be at will which means that either an employer or employee can choose to terminate the relationship at any time.

NYT CEO accused by employees of age and sexual discrimination

With age comes experience and a certain amount of knowledge and wisdom. Given this premise, in terms of employment, older employees should be regarded among a company's most valuable assets. In reality, however, employees as young as age 40 are often subject to forms of subtle and not-so-subtle discrimination in the workplace.

Have you suffered discrimination at work because of your religious beliefs?

The United States was founded by individuals who, in part, sought freedom from religious persecution. Rights related to religious freedom are outlined in the First Amendment and extend to the workplace via federal and state laws, most notably, Title VII of the Civil Rights Act of 1964 which bars employers from discriminating against an employee on the basis of "race, color, religion, sex or national origin."

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