As seemingly daily revelations surface of sex harassment allegations in the entertainment/media industry it is imperative for organizations to learn from the mistakes of others when it comes to sexual harassment in the workplace. The plethora of harassment complaints in is not a recent dilemma. In fact, there have been federal and state laws prohibiting…
The Illinois General Assembly has struck again. On August 11, 2017, Governor Rauner signed into law an amendment to the Illinois Human Rights Act providing that discrimination includes a practice by an employer imposing upon a person as a condition of obtaining or retaining employment, including promotion, advancement, or transfer, any terms or conditions that…
On April 4, 2017, the United States Court of Appeals for the Seventh Circuit for the first time recognized that sexual orientation discrimination is covered under Title VII of the 1964 Civil Rights Act. The case is Hively v. Ivy Tech Community College of Indiana. Although the court which heard the case en banc reached the result via three routes, the holding confirms that sexual orientation discrimination is cognizable under Title VII in the Seventh Circuit.
Before suing an employer, the EEOC must first endeavor to eliminate the alleged unlawful employment practice by informal methods of conference, conciliation and persuasion. 42 U.S.C. 2000e-5. The MaEEOC may only file suit after determining that attempts to conciliate have failed.
The U.S. Supreme Court recently established a new standard for analyzing claims under the Federal Pregnancy Discrimination Act. In Young v. United Parcel Service, Inc., the divided court held that a pregnant worker can show that the employer’s legitimate, non-discriminatory justifications are pretextual under the McDonnell Douglas burden-shifting framework if its accommodation policies impose a “significant burden” on pregnant workers and its reasons are not “sufficiently strong.” Over Justice Scalia scathing dissent, the Court vacated the Fourth Circuit’s decision granting summary judgment to UPS, and remanded the case for further consideration in light of the Court’s new standard and interpretation of the statute.
In a Contractor and Subcontractor Relationship, Who is the Employer? The 7th Circuit Clarifies the Standard for Showing “Indirect Employer” Status Under Title VII.
Title VII of the Civil Rights Act prohibits covered employers from making employment decisions based on an individual’s sex/gender. This year, the Equal Employment Opportunity Commission (EEOC), Department of Labor (DOL) and President Obama continued the ongoing efforts to expand employment protection to transgender workers.
On July 14, 2014, the Equal Employment Opportunity Commission (“EEOC”) issued Enforcement Guidance on Pregnancy Discrimination, which marks the first comprehensive update in over three decades. In the Enforcement Guidance, the EEOC forewarns that it will be much easier to demonstrate that pregnancy-related impairments are “disabilities” under the Americans with Disabilities Act (“ADA”). This change…
Employee evaluations are not fun. But, they can be important for many reasons. A properly executed evaluation can benefit both the employer and the employee by increasing efficiency and productivity and providing valuable and constructive feedback to the employee. It can also help an employee feel engaged in their work and connected to the organization….
The EEOC recently announced an increase in the penalty for employers who fail to conspicuously post the equal employment opportunity (EEO) notices of rights of employees and job applicants. The penalty per violation has almost doubled as of April 18, 2014, from $110 to $210.