Modern medicine and technology are allowing humans to live longer, healthier lives. The result is the number of workers remaining in the workforce into their older years is on the rise. In December 2013, the Bureau of Labor Statistics projected that by the year 2022, 31.9% of workers ages 65-74, traditional retirement age, will still be working. That would mark an over 10% increase since 2002, when 20.4% of workers from that age group remained in the workforce. Despite millennials entering the labor market in large numbers, the median age of U.S. workers is expected to rise from 41.9 years old in 2014 to 42.4 years old by 2024. As the labor force ages, the number of age discrimination claims under both federal and state law is likely to rise, and older workers need to be aware of certain aspects of Ohio’s age discrimination laws that are neither intuitive nor obvious.
The American with Disabilities Act (ADA) provides disabled individuals with legal protections from being discriminated against in the workplace. If your employer ignores your rights, you could be entitled to compensation under this law. [Read more…]
The Women’s Rights Movement began long ago in 1848, but women’s rights are still yet to be fully realized in the United States. Women continue to deal with discrimination and harassment in the workplace. Many have fewer opportunities simply because of their gender, and a good portion of the female workforce still earns lower wages than their male counterparts.
In most circumstances, woman have a right to be free from gender discrimination. Not only is it unethical, but it is often also illegal. Both federal and state laws protect women from workplace discrimination.
Each year, the Equal Employment Opportunity Commission (EEOC) compiles a report listing the major issues, outcomes, and forecasts within the realm of employment equality and discrimination in the United States. The most recent report, which covers from October 2, 2013 through September 30, 2014, reveals a startling number of reports of discrimination across nearly every industry.
In today’s post, we will take a look at the statistics of discrimination in America’s workplaces, as well as highlight several landmark cases litigated by the EEOC in fiscal year 2014 on behalf of workers treated unfairly. If you are facing unrelenting workplace discrimination, you are encouraged to speak to an employment lawyer as soon as possible to learn more about your legal options. [Read more…]
Earlier this year, the United States Supreme Court issued a ruling recognizing religious objections to portions of the Affordable Care Act (“ACA”), commonly referred to as “Obamacare”. In Burnwell v. Hobby Lobby Stores, the Supreme Court ruled that the federal government cannot force owners of closely-held (non-publicly traded), for-profit corporation to provide insurance coverage for contraception methods violating their owner’s religious beliefs. This is the first time the Supreme Court has recognized a for-profit corporation’s claim of religious belief. The decision, however, does not address whether closely-held corporations are protected by the free-exercise of religion clause of the First Amendment of the Constitution. Employment lawyers are still considering the possible long-term impact of the ruling. [Read more…]
The United States District Court for the District of Hawaii recently reiterated what several courts have already held: “An employer is liable for harassing conduct by non-employees where the employer knew or should have known of the conduct, but fails to take appropriate remedial measures.” Employers have an obligation to protect their employees from non-employees, as well as from co-workers, with whom they work. [Read more…]
On July 14, 2014, the Equal Employment Opportunity Commission (EEOC) issued new enforcement guidance on the Pregnancy Discrimination Act (PDA), warning employers that pregnant employees—even those with normal, uncomplicated pregnancies—are entitled to reasonable accommodations in the workplace. The EEOC’s guidance creates new obligations for employers under the PDA and may have a significant impact on how employers deal with their pregnant employees. [Read more…]
In order to graduate from the FBI Academy, new agent trainees are required to pass a gender-normed Physical Fitness Test (PFT). The PFT contains four individual tests: sit-ups, a 300-meter run, push-ups, and a 1.5 mile run. Each trainee must receive a cumulative score of twelve points with at least one point in each of the four events. The times or numbers needed to achieve a point differ for males and females. For example, in the push-up test, male trainees must complete thirty push-ups when female trainees must only complete fourteen push-ups in order to achieve one point. [Read more…]