Posts Tagged Discrimination
There’s a heightened focus in the HR and Recruiting sphere on the effective use of employee referrals in order to make effective hires and we see numerous reports informing us that referrals tend to get hired faster, are often a better fit with the organization culture and are less likely to quit their jobs.
New protections for job applicants convicted of crimes, for employees who use medical marijuana and for workers’ private social media accounts are among the state laws that took effect in 2014.
In U.S. workplaces, men who speak at length are considered powerful.
“Do you think our technology demands might be too much?”
“Why would you want this job, given all your experience?”
“People here work long hours; that probably doesn’t interest you.”
Such are the remarks interviewers make that, unwittingly or not, convey the message that an over-55 applicant is “too old” for a job.
In her world her hair is a social statement—a rejection of conventional, Western mainstream beauty standards.
In your world she looks like a Hydra.
Religious displays at Christmastime may offend some workers.
As Christmas and Hanukkah approach, some employees will decorate their cubicles and offices with religious and secular displays—a nativity scene, a Star of David, a Santa Claus figurine, an angel-topped holiday tree. What do managers do if some workers are offended by the exhibits?
As Halloween approaches, along with the requisite office party, there’s always the chance someone will show up as a stripper or in a drag costume that mocks the transgender community or in a get-up that insinuates that Muslims are terrorists.
In the middle will be the HR manager, trying to strike a détente between those who find certain Halloween costumes and parties offensive and those who see no harm in dressing up and poking fun—even at things others consider sacred.
In the first oral argument of the 2013-14 term, the U.S. Supreme Court, on Oct. 7, 2013, addressed the question of whether state and local government workers may file constitutional claims of age discrimination instead of pursuing their complaints under the Age Discrimination in Employment Act (ADEA) (Madigan v. Levin [No. 12-872]).
The upcoming Supreme Court term promises a series of significant decisions for employers. The high court will hear at least eight workplace-related cases.
ADEA: Will the Court Tire of Administrative Exhaustion?
In Nasir, the U.S. Supreme Court held that, to prove retaliation under Title VII, a “but for” analysis applies. This is a higher standard than the “motivating factor” burden to prove discrimination under Title VII.
Nasir has been hailed as a big win for employers. But that’s only at summary judgment or perhaps at trial where the wins can be extremely expensive.
The real win for employers is that it makes it easier for us to take corrective action in response to retaliation without necessarily making admissions, at least under federal law. Why?
The head of a Toronto-based nonprofit is encouraging Canadian companies to consider anonymous job applications to pave the way toward bias-free hiring.
Wellness programs are an increasingly common feature of employee health benefits, but additional guidance is needed to stop employers from violating federal equal employment opportunity laws, labor advocates told the Equal Employment Opportunity Commission (EEOC) at a May 8, 2013, meeting in Washington, D.C.
There are now five generations in the workplace, and boy, don’t we know it. Seems like you can hardly pick up an HR- or business-related publication these days without some reference to one of these groups: the Traditionalists (1925-45), the Baby Boomers (1946-64), Gen X (1965-80), Gen Y or Millennials (1981-95), and Generation Zen (1996-present).