We’ve written at length in previous posts about the legal protections workers have from discriminatory treatment based on race, gender, religion or other personal traits. However, many undocumented workers must contend with such treatment—including unfairly low or lost wages, harassment and other labor law violations in the workplace—and they’re too afraid of potential repercussions to speak out.
You’re at your cubicle at work, minding your own business. In a neighboring cubicle, your manager strikes up a conversation with a colleague. She brings up a police shooting that happened the week before, which resulted in the murder of an innocent black man. To your horror, you overhear your boss making fun of the victim—even blaming him for being shot.
You’ve probably heard that women earn an average of 20 percent less than what men in the same position make. From the moment a woman enters the workforce, this unequal footing sets her on a disadvantaged trajectory for her entire career.
Temporary workers typically don’t have the most illustrious jobs. As a temp, you may be treated like a second-class citizen in the workplace. Perhaps the company you’re working at needed some extra hands during the holiday rush, so they contracted you to help out with basic, menial tasks. Consequently, they treat you like a low-status laborer with no real skills or substance. Perhaps your temporary status excludes you from team meetings—which are only reserved for permanent employees. On top of that, you have no sense of job security, because as a temp, your boss can cancel your contract at the drop of a hat.
If your employer is treating you in a discriminatory way, you may know that you have rights under federal law, which protect you against adverse action based on your race, ethnicity, gender, religion, pregnancy, age or disability. However, understanding that your employer’s behavior is illegal and proving it’s illegal are two very different matters.
Off the Air, II, Inc. is a sports bar based in Rowlett, Texas which operates under the name Nick’s Sports Grill. Bartender Taylor King had a successful tenure at the bar. However, when she became pregnant and could no longer fit into the skin-tight company uniform—a form-fitting shirt and hot pants—the company let her go.
If you’ve ever created a Facebook ad before, you know there’s more to it than just drafting some catchy copy and publishing it online. Facebook allows you to customize your audience—a seemingly harmless concept that allows you to make sure your ad ends up in front of the people most likely to be interested in the product you’re selling. If you’re putting on a rock concert in San Antonio, for example, you probably don’t need a classical musician in Baltimore to see know about it. Facebook allows you to set your audience parameters so that your ad will only appear to the people you’re targeting.
As the economy has been steadily recovering from the recession that hit a decade ago, the unemployment rate has been decreasing, and more jobs have been opening up. For years, this trend has primarily benefited top-tier candidates—the highly qualified and educated strata of the unemployed population. Joblessness for marginalized groups, however, has remained a problem.
Is obesity considered a disability—deserving of the same employment protections as other mental and physical impairments under the Americans with Disabilities Act (ADA)? This is a question which was recently posed to a California court.