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Chicago Strikes a Blow Against LGBT Workplace Discrimination

Under the Civil Rights movement, there are numerous protected groups. Many people of different faiths, ages and belief systems have come under the protection of the Civil Rights Act.

However, one group that has not been afforded the legal protection of the Civil Rights Act is the LGBT community – until now.

Is your employer following the EEOC's four harassment checklists?

The Equal Employment Opportunity Commission (EEOC) has always been dedicated to opening opportunities so there is fairness and equity - equal opportunity - in the workplace for everyone.

According to a recent report from the Society for Human Resource Management (SHRM), the EEOC's commissioner is promoting the use of four checklists to deal with sexual harassment. EEOC Commissioner Chai Feldblum is telling employers they need to use the four checklists put out by the EEOC in order to prevent and handle instances of sexual harassment in the workplace.

New Legislation Requires Sexual Harassment Training for California Industry

For years, California has led the nation in sexual harassment training requirements for employers. The original initiative set to ensure training for supervisors in businesses with 50 or more employees, has now been expanded to include additional private sector workers who are not in a supervisory position.

In the quest to eliminate and prevent harassment in all work place environments, the most recent focus has been on specific industries including, service workers, local government officials, and farm workers.

The California legislature feels that service and farm workers are more at risk for harassment due to the isolated working conditions as well as the risk of reprisal after filing a complaint.

Back Pay and Overtime Wages For Underpaid Chevron Subsidary Employees

For several years, the U.S Department of Labor's Wage and Hours Division has conducted investigations into underpayment of workers in the field of oil and gas. Central to the investigations was the pre-shift relief meetings. These pre-shift meetings are mandatory for employees and involve an information exchange between the previous shifts employee and the employee coming onto the next.

The investigation found that these meetings, which often last 15 minutes or longer, were not being recorded on the hourly workers' time cards. This unaccounted time constitutes as unpaid overtime the employee is being required to perform. The investigation resulted in a judgement against Chevron product companies and its subsidies in the amount of $1.5 million in back overtime wages to be paid to approximately 750 employees. The investigation also found that company had performed bookkeeping violations by failing to report the additional time for these meetings.

The Wage and Hours Division says that it will continue to investigate the oil and gas industries for irregularities in wages to ensure wage compliance. The department feels that the oil and gas industry employees can often be shorted based on the business models followed by many of the major energy companies.

This post will discuss some of your rights under the Fair Labor Standards Act (FLSA), which was created to ensure fair pay for all workers.

Can participating in Day Without Women strike result in being fired from work?

Last week's "Day Without Women" campaign included a number of activities to increase awareness and support for women's rights issues. One of the events was a strike. Supporters of the cause were encouraged to take a day off of work - paid or unpaid - in order to show by absence how valuable women are in the marketplace.

But what happens when employers retaliate against their employees for leaving work without permission? Can your employer fire you, for example? Or reduce your pay?

Can one co-worker make more than another for doing the same job?

The general principle of equal pay for equal work is embedded in our culture. Most of us feel like people with the same work responsibilities, hours, job requirements and the like should receive the same compensation.

But what happens when compensation packages differ significantly between two people with the same qualifications doing the same job? When two colleagues have significantly different compensation packages, can one of them sue the employer?

Celebrating women's contributions in the workplace

In 2017, there is no place for discrimination against women in the workplace. At this point, equal pay, equal treatment and a zero-tolerance policy for sexual harassment against women should be the norm. Indeed, the law demands it.

However, there are still many instances of gender harassment and discrimination in American workplaces, often due to employers simply not knowing the law or not being dilligent enough to prevent these violations. During women's history month - March 2017 - this is a perfect time to celebrate the presence and contributions of women in the workplace today.

Phone companies need to take responsibility for screening out robocallers.

Almost everyone with a phone has experienced this: automatic phone solicitations that are not only uninvited and unwanted, but specifically requested to be stopped. It can seem like nothing can be done to stop these calls. Although legally, this type of marketing should cease when a recipient request it, the reality is that many of these calls will continue long after you have requested for them to stop.

The question arises: who is responsible for this? Whose job is it to make sure these companies and marketing firms stop calling people who request to be taken off their lists?

Inaccurate background checks can prevent qualified candidates from being hired.

When it comes to employment discrimination, there are strict rules on what employers can use as grounds for not hiring a prospective employee. In short, employers are not allowed to refuse hiring for reasons of gender, race, age and other demographic factors spelled out in discrimination laws.

Although employers have these limits on who they can and cannot hire, they generally not required to hire applicants who don't pass criminal background checks. So in most cases of non-hires based on failed background checks, the applicants don't bring employment discrimination claims. However, what happens when the background check is wrong?

Church hospitals might be required to provide ERISA benefits

The separation of church and state is a strong sentiment for many people in the United States. Although most people believe that separation of church and state is important, the issue becomes quite confusing when dealing with the particulars of individual cases.

One area in which this issue becomes especially confusing involves church-affiliated hospitals and the degree to which the government should regulate these facilities and their policies, especially when the actual establishment and oversight of a church over these facilities is a grey area.

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