There is no shortage of heroes in California during the COVID-19 pandemic, especially among the doctors, nurses, and other healthcare professionals. They put themselves in harm's way every day to help others. Not only do healthcare workers put their own health at risk by doing their jobs, but they also increase the chances that they may expose their families and loved ones to the virus. Given these sacrifices, it isn't unreasonable for such workers to expect the safest possible environment for doing their critical work. In fact, California law demands it.
The laws in New York and elsewhere throughout the country have come a long way in recent years when it comes to protecting job applicants from employment discrimination based on criminal history. "Ban the box" laws and ordinances facilitate opportunities for tens of thousands of workers who used to pay an ongoing price for transgressions that they paid for long ago.
On Monday, The Supreme Court held that the ADEA allows federal employees to sue over any age bias that is part of an adverse employment action, not just in cases where that bias is the determining factor.
Over the last decade, the U.S. Equal Employment Opportunity Commission has received an average of 3,573 charges of religious discrimination under Title VII of the Civil Rights Act. Those are just the reported incidents; many more are suspected of going unreported, further highlighting the prevalence of religious-based discrimination in workplaces across the country.
By Mikael Rojas and Maria Malaver
Being the subject of malicious gossip or innuendo in the workplace can sabotage your relationships with coworkers and impede your career prospects. But can this behavior actually rise to the level of a hostile work environment under the law and provide the basis for a sexual harassment claim? According to several cases from around the country, the answer is yes - if adequately supported, evidence of rumors, innuendo, and gossip can demonstrate actionable gender-based discrimination.
"U.S.A.! Equal Pay! Equal Pay!" These chants from the crowd after the U.S. Women's National Soccer Team (USWNT) won the World Cup became the rallying cry behind its ongoing efforts to obtain pay equity for female athletes. Following the team's second straight international championship, and fourth overall, the players returned home to increased national recognition of both their sport and their struggle. Now that the women's team and the U.S. Soccer Federation (USSF) failed to resolve their pay dispute in mediation, they are now preparing their cases for the courtroom while making their respective cases in the court of public opinion.
As the #MeToo movement sweeps through popular culture, unseating powerhouses in industries from entertainment to politics to academia, the financial industry has been remarkably quiet. On Wall Street, complaints of sexism, gender discrimination, and sexual harassment have simmered for years, but there have been no significant personalities removed from their positions or otherwise dethroned from power.
From the schoolyard to the workplace, bullying is an epidemic. Because mistreatment and abuse of employees can result in legal action and liability, one would think lawyers and law firms would be vigilant in stopping or preventing bullying in their offices. Surveys of workers in the legal profession show otherwise.
Many immigrants in the U.S. who are not on the path to citizenship, particularly those previously protected by the DACA program, still pursue the American dream of a college education and buying their own home and car along with other major purchases.