As many of our readers know, there are certain things that your employer can ask you but there are also things that they cannot ask you. And with the recent changes to equal employment laws, some employers are getting into trouble with the U.S. Equal Employment Opportunity Commission for asking discriminatory questions. This is especially true about an employee's family medical history, which has forced the EEOC to file a lawsuit in return.
While visitors to our blog have read about cases in which employees have had to sue their employers for unpaid wages, people the nation over are seeing this scenario played out right now in California. According to recent reports, the Bellflower Medical Center hospital chain is responsible for not paying the salaries of several hospital staff workers over the past year and is now facing litigation from two state departments to the tune of $107 million.
Some of our readers may remember the class-action lawsuit that was brought against the Wet Seal nearly a year ago in July that accused the national retailer of racially discriminating against its black employees. Although the initial complaint of workplace discrimination to the U.S. Equal Employment Opportunity Commission was filed in California, it quickly became a national case when it was discovered that other Wet Seal locations, possibly including the ones here in Indianapolis as well, had also engaged in this unlawful behavior.
There is a growing concern among employers across the nation this month after the recent release of the long-awaited American Psychiatric Association's Diagnostic and Statistical Manual for Mental Disorders. The new revised edition expands definitions on many existing conditions while categorizing previously unknown ones as well. But according to some at the Equal Employment Opportunity Commission, this update on mental disorders could leave a majority of employers open to disability discrimination lawsuits.
In past posts on this blog we've discussed a number of topics concerning workers' physical wellness and how far an employer can go in the workplace when it comes to this fact. According to Leslie Silverman, former commissioner of the Equal Employment Opportunity Commission, the Americans with Disabilities Act, the Health Insurance Portability and Accountability Act, the Affordable Care Act, and the Genetic Information Nondiscrimination Act have all created a patchwork of regulations that seem to be leaving more questions than answers.
If you're like most Indiana residents then you've probably worried about what would happen to you and your job if you were to suddenly be diagnosed with a serious disease. Question like "will I be fired if I miss work?" and "what happens if my illness disables me?" probably run through your head with no comforting answers with which to pair them.
Many Indiana residents may remember hearing the story about the turkey processing facility in Iowa that the Equal Employment Opportunity Commission accused of violating several of its workers employee rights. According to the EEOC, a group of 32 men, who suffered from intellectual disabilities, were taken advantage of by Henry's Turkey Service because the men were likely not aware of the extent to which their legal rights were being denied.
If you've read past posts on this blog you'll know that in the category of workplace discrimination, there is a new subcategory that is emerging: pregnancy discrimination. This form of discrimination can include being treated differently by supervisors or management, retaliation, and sometimes even wrongful termination all because of a pregnancy. But while more and more cases are cropping up here in Indiana and the rest of the country, the public remains relatively unaware of the fact that they may be entitled to compensation if they think they have been a victim of this form of discrimination.
For a large portion of workers in the state of Indiana, at one time or another during the course of their careers they may have had to sign a non-compete clause. These clauses, as many may already know from previous posts on this blog, help companies protect their business secrets by prohibiting workers from sharing this information with competitors for a period of time after employment has been terminated.