In one scenario of an ideal world, there would be no need for rules about behavior. Everyone would hold to what one Midwest radio personality we know of derisively calls the "Euphorian view" – a philosophy that pursues "mechanisms to alleviate the struggle to achieve."
A class of some 300 current and former air marshals claims that the Transportation Security Administration used a cost-saving and reorganization plan to weed out older, more highly compensated employees in violation of the Age Discrimination in Employment Act.
Sexual harassment is something that no worker should ever have to endure. The incidents of sexual harassment are taken so seriously that the federal government has issued laws to prevent these horrible events. New York also has specific laws against sexual harassment.
In today's age, you would believe that every company is aware that employees practice all types of religion.Taking this one step further, you would also believe that these companies are familiar with the federal and state laws in place to protect employees against religious discrimination.
Workplace discrimination can be a distressing thing to experience, and it is important for employees to be aware of their legal rights when it occurs. Discrimination protections exist at both the state and the federal level, and knowing how to navigate the system is critical to seeking justice and fair compensation.
In our last post, we began looking at the topic of sexual harassment and recognizing the signs and forms it may take. As we noted, two common forms of sexual harassment are quid pro quo and hostile work environment.
Most people are aware that women face workplace discrimination as a result of pregnancy and motherhood. Even though there are federal laws in place protecting pregnant women and their jobs, employers are often eager to force new or expectant mothers out of their companies.
As a woman, you know there is no greater joy than giving birth. However, you also know that being pregnant doesn't necessarily mean that you'll be able to take time away from work.
Last time, we briefly considered the potential usefulness of claiming hostile working environment for undermining an employer’s justification of adverse employment action based on alleged poor performance, as well as some of the characteristics of hostile work environment.
Age discrimination, commonly referred to as ageism, is when an employer bases their decision to hire, fire, promote or offer lower wages to someone based on their age. This affects not only the older generations but the younger ones as well.