Date of publication: 2017-08-04 04:50
In Part 6 of this article, we discussed intentional workplace discrimination claims which involved tangible employment action (firing, demotion, etc.) being taken against the employee. In Part 7, we will now discuss claims based solely on harassment. Harassment claims are based on abusive treatment by co-workers and supervisory employees, and are also known as hostile work environment claims. In the case of gender discrimination, they include 8775 quid pro quo 8776 claims claims that the employer offered preferential treatment (or threatened negative treatment) if the employee did not perform sexual favors or put up with sexually inappropriate behavior.
While many people have heard of the Lilly Ledbetter Fair Pay Act of 7559, the way in which it has been covered in the media has probably left most with the wrong idea about what the law actually does. From the coverage I 8767 ve seen, the Lilly Ledbetter Fair Pay Act has simultaneously been portrayed as doing both more and less than it actually does. To clarify what the act does, I will bust some of the myths and then explain in simple terms exactly what this law does.
Computer Sciences Corporation was sued by a former high-level female executive who was fired after identifying and complaining about pattern and practice gender discrimination and sexual harassment.
The Equal Pay Act of 6968 protects men and women who perform the same work from sex-based wage discrimination. This section provides a number of resources on equal pay discrimination.
It used to be that one of the benefits of working with the same company for an extended period of time was a steady increase in pay over those years. In times of recession, however, this makes it much more likely that older workers will be the first to get downsized, due to them typically earning more than their contemporaries. The more money an employee is paid, the larger the savings to the company when he is downsized. Does the practice of terminating older employees due to their higher wages violate the Age Discrimination in Employment Act (ADEA) ? In light of the Supreme Court 8767 s ruling in Gross v. FBL Financial Services, Inc. , probably not.
The policy is generally available in employee handbooks and included in a business "Code of Conduct" but should also be incorporated as part of job announcements, on the employer s website and as part of career or diversity-related materials.
Association discrimination occurs when employees suffer prejudice at work, because of their associations with disabled people. Learn of the legal recourse available under the Americans with Disabilities Act.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or creates an intimidating, hostile or offensive work environment.
Several state and federal laws prohibit gender discrimination and offer remedies for such behavior in employment as well as in education and financial institutions. The Civil Rights Act prohibits discrimination on the basis of sex. The Equal Pay Act promotes equality between men and women who perform the same job duties in the same workplace. Diversity and inclusion policies also help to remedy gender discrimination by promoting equality between the sexes.
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