The National Labor Relations Board recently asked for the public to weigh in on whether it should revise its standards to protect those that make profane or offensive statements in the workplace. It is widely believed that this request could lead to changes in how the NLRB defends employees as part of the National Labor Relations Act, along with resolving a possible conflict with Title VII of the Civil Rights Act of 1964.
Discount retailer Dollar General recently settled a years-long lawsuit with the Equal Employment Opportunity Commission over the company’s use of criminal background checks in its hiring practices. The EEOC argued that Dollar General’s policy disparately impacted African American applicants in violation of Title VII of the Civil Rights Act of 1964. While Dollar General steadfastly denied liability, it did reach a settlement with the EEOC in September, ending a case that has dragged through the courts for more than six years.
Two years ago, the Department of Defense more than doubled the number of religions it recognizes to more than 200, adding important legal protections for servicemen and women. The move ensured that adherents of small faith groups are guaranteed the same rights, privileges and protections as their peers that belong to larger, more mainstream groups. Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees for their religious beliefs, or for their lack of religious beliefs. Employees can also receive special accommodations based on their religious needs such as the ability to take leave on religious holidays.
In September of 2019, the Equal Employment Opportunity Commission filed four age discrimination lawsuits, settled an age discrimination lawsuit out of court, and won a jury verdict in an age discrimination case. Patricia Barnes wrote at Forbes that these numbers may not seem extraordinary until you consider that the EEOC filed just one age discrimination lawsuit in all of 2016, and 10 in all of 2018 (and this is out of more than 20,000 complaints filed). While this recent activity may end up just a blip on the radar, there is reason to believe it could be the start of a larger trend.
October is National Disability Employment Awareness Month, a designation that Congress first declared in 1988 to raise awareness for the employment needs and contributions of individuals with disabilities. Secretary of Defense, Mark Esper, spoke at the 39th Annual Secretary of Defense Disability Awards earlier this month, and noted that the Pentagon must do its part to harness the talents of those with disabilities to bridge the employment game. "That means eliminating barriers to recruitment across the force,” Esper said. “We must give everyone the opportunity to succeed and support them as they advance their careers.”
Working mothers have become the norm in today’s labor force. According to the Department of Labor, 70 percent of mothers with children under 18 currently work outside the home, with more than 75 percent employed full time. All employers, including federal agencies, need to be sensitive to the needs of both current and expecting mothers. That includes both employees already employed, and perspective employees looking for jobs.
Employee satisfaction fell nearly 60 percent within federal agencies last year, according to the “Best Places to Work in the Federal Government” rankings.
When an employee is granted a reasonable accommodation request, it should not be seen as an additional perk given to a lone employee, but a valued worker receiving a tool they need to do their job to the standards expected because of a medical limitation.
The #MeToo movement went viral on social media in October of 2017 as victims of sexual harassment and sexual assault shared their stories of abuse.
The WorkPro 12000 Mesh Multifunction Ergonomic High-Back Chair is one of the most expensive office chairs available on Office Depot’s website at $329.99, but it looks like a bargain compared to the price Hyatt hotels just paid.