Discussion of appearance issues for employers, particularly tattoos and piercings. Also some info on the more assertive EEOC and some comments on lifestyle discrimination or, "lookism."
This document summarizes resources for researching employment law issues related to banning the box and criminal background checks. It provides an overview of relevant primary and secondary sources.
The document first discusses background checks and their disproportionate impact on protected classes. It then summarizes key internet sources like the EEOC enforcement guidance and the All of Us or None initiative.
Next, it outlines important legal treatises on hiring and firing practices and the Labor and Employment Law treatise. Practice specific sources like a BNA Insights article on statistical tools for evaluating discrimination are also highlighted.
Finally, the document discusses relevant law review articles and American Law Reports that address issues like disparate impact discrimination from criminal background checks and public sector
The document discusses the history and current policies regarding tattoos and piercings in the federal government. It provides statistics on tattoo prevalence in the US population and argues that government dress codes should be updated to be more open-minded and allow equal opportunities for people with visible body modifications. The conclusion calls for the federal government to change its dress code policy to move with societal changes and be less restrictive.
Tattoos and body piercings have a long history dating back thousands of years. While tattoos involve injecting ink into the dermis where it will remain for life, piercings involve puncturing skin with jewelry. Both activities carry risks, especially for those with bleeding disorders, including potential bleeding, infection with hepatitis C or HIV, and damage to teeth or gums from oral piercings. As healthcare providers, our role is to educate patients on risks to help them make informed decisions about tattoos and piercings.
Piercings y tatuajes son formas de modificación corporal que reflejan valores culturales y de identidad personal. Los piercings más comunes son en la cara, como la nariz y orejas, y en el cuerpo, como el ombligo. Los tatuajes se hacen inyectando tinta bajo la piel para crear dibujos de manera permanente. Ambos requieren cuidados como limpieza y protección de la zona mientras cicatriza para evitar infecciones.
Body modification includes piercings, tattoos, and other procedures that alter a person's natural appearance. While many view it as a form of self-expression, there are also health risks like infection and allergic reactions. Teenagers often get tattoos or piercings without considering future consequences, such as difficulty finding employment that prohibits visible body art. Stories from people who later regretted their body modifications show why carefully thinking through decisions is important.
O documento lista os contatos de vários estúdios de tatuagem localizados na Rua Tenente Manoel Alves dos Anjos, 34 - Centro em Mogi das Cruzes, São Paulo, Brasil, fornecendo seus nomes e o mesmo número de contato 2786-6083.
This document summarizes resources for researching employment law issues related to banning the box and criminal background checks. It provides an overview of relevant primary and secondary sources.
The document first discusses background checks and their disproportionate impact on protected classes. It then summarizes key internet sources like the EEOC enforcement guidance and the All of Us or None initiative.
Next, it outlines important legal treatises on hiring and firing practices and the Labor and Employment Law treatise. Practice specific sources like a BNA Insights article on statistical tools for evaluating discrimination are also highlighted.
Finally, the document discusses relevant law review articles and American Law Reports that address issues like disparate impact discrimination from criminal background checks and public sector
The document discusses the history and current policies regarding tattoos and piercings in the federal government. It provides statistics on tattoo prevalence in the US population and argues that government dress codes should be updated to be more open-minded and allow equal opportunities for people with visible body modifications. The conclusion calls for the federal government to change its dress code policy to move with societal changes and be less restrictive.
Tattoos and body piercings have a long history dating back thousands of years. While tattoos involve injecting ink into the dermis where it will remain for life, piercings involve puncturing skin with jewelry. Both activities carry risks, especially for those with bleeding disorders, including potential bleeding, infection with hepatitis C or HIV, and damage to teeth or gums from oral piercings. As healthcare providers, our role is to educate patients on risks to help them make informed decisions about tattoos and piercings.
Piercings y tatuajes son formas de modificación corporal que reflejan valores culturales y de identidad personal. Los piercings más comunes son en la cara, como la nariz y orejas, y en el cuerpo, como el ombligo. Los tatuajes se hacen inyectando tinta bajo la piel para crear dibujos de manera permanente. Ambos requieren cuidados como limpieza y protección de la zona mientras cicatriza para evitar infecciones.
Body modification includes piercings, tattoos, and other procedures that alter a person's natural appearance. While many view it as a form of self-expression, there are also health risks like infection and allergic reactions. Teenagers often get tattoos or piercings without considering future consequences, such as difficulty finding employment that prohibits visible body art. Stories from people who later regretted their body modifications show why carefully thinking through decisions is important.
O documento lista os contatos de vários estúdios de tatuagem localizados na Rua Tenente Manoel Alves dos Anjos, 34 - Centro em Mogi das Cruzes, São Paulo, Brasil, fornecendo seus nomes e o mesmo número de contato 2786-6083.
O documento discute piercing e tatuagens como formas de modificação corporal. Piercing envolve furar partes do corpo para inserir joias, enquanto tatuagens envolvem desenhos permanentes na pele usando agulhas e pigmentos. Embora usados como adornos, algumas pessoas modificam radicalmente seus corpos com muitos piercings e tatuagens.
O documento discute a história e significados culturais de tatuagens e piercings, e como a Bíblia aborda esses temas. Passagens bíblicas sugerem que tatuagens estavam ligadas a cultos pagãos, enquanto piercings eram usados para marcar escravos. A Bíblia também diz para não fazer marcas no corpo e evitar escândalos ou ações que não edifiquem outros cristãos. No final, o documento conclui que o corpo é um templo do Espírito Santo e deve glorificar a
This song mocks a sports team called the Cameltoes for having a losing record and low point totals. It references their winless record and says if they ever win, hell would have frozen over. It also pokes fun at the team for being from Peoria, Illinois and expresses their losing record is a source of frowning and disappointment.
O documento discute a história da tatuagem, desde suas origens no Egito antigo até sua popularização no século XX. Ele explica como a tatuagem foi banida pela Igreja Católica na Idade Média e ganhou conotações criminosas na Inglaterra do século XIX, mas hoje é mais amplamente aceita como forma de expressão.
O documento discute a história da arte da tatuagem e dos piercings, desde suas origens na pré-história até os dias atuais. Ele explica que a tatuagem surgiu de forma independente em diferentes culturas como forma de expressão corporal e identidade, e que as evidências mais antigas datam de 5300 a.C. Também discute como os piercings eram usados para significados sociais e rituais religiosos em culturas antigas como a asteca e egípcia.
This document repeats the name "Britney Spears" ten times without providing any additional context or information about her. It consists solely of repeating the same name over multiple lines.
A brief retrospective on men\'s legwear down through the years, and how it is growing into an emerging trend with men for a variety of practical purposes.
This document discusses emotional affairs and how to heal from them. It notes that emotional affairs involve emotional rather than physical intimacy. While time is the truest healer, people want to know if there are faster ways to heal the pain of an emotional affair. The document also discusses signs that someone may be having an emotional affair and the importance of open communication between partners to address needs, wants and problems in the relationship.
The document is the employee handbook for the City of Goose Creek. It outlines several general policies including equal employment opportunity, affirmative action, anti-harassment and sexual harassment policies. It states that the City prohibits discrimination and harassment. It describes sexual harassment and provides a complaint procedure for reporting harassment, stating it should be reported to a supervisor, human resources, or a complaint hotline. Allegations will be investigated confidentially.
1984 in 2015 Protecting Employees' Social Media from MisuseWendi Lazar
This document discusses employers' increasing access to employees' personal information through social media and other online sources, and the legal issues surrounding employers using this information to make hiring, firing, and promotion decisions. It provides examples of employers denying a promotion due to social media photos, and firing an employee due to hobbies revealed online. While some laws prohibit discrimination, there is no comprehensive protection for employees' personal online activities. The document argues for stronger legal protections to prevent privacy violations and discrimination in the workplace.
This document provides an overview of criminal background checks for employers and property managers. It discusses the key reasons to conduct criminal record searches, including protecting the organization, reducing turnover, strengthening compliance with regulations, and decreasing legal risks. It also outlines the typical criminal record information that can be uncovered in a search, such as arrest records, convictions, and dismissals. The document explains that criminal records can be stored in various law enforcement, court, and corrections databases across jurisdictions. It also summarizes the key rules regarding criminal background checks, such as the Fair Credit Reporting Act, and discusses some other international privacy laws and regulations.
Mining and Sexual Identity - Is Our Industry Ready for Gay WorkersFernando Penarroyo
Labor rights recognition of LGBTI persons is now becoming the norm as many countries are now adopting anti-discrimination laws based on sexual orientation or gender identity. It is also clear that countries with strong laws and policies promoting equality for LGBTI workers, and companies that implement such laws and policies fare better, which provide a business and economic case for inclusion and diversity. An inclusive, diverse, and non-discriminatory industry would not be hard put to find allies from the LGBTI community especially for a much-maligned and misunderstood sector like mining.
New Foundations HE has a policy of recruiting people with criminal records and preventing discrimination against them. The Rehabilitation of Offenders Act allows some criminal convictions to become spent after a certain time. However, some jobs are exempt and can consider all convictions. New Foundations HE's recruitment policy follows equal opportunities guidelines. Having a criminal record does not automatically bar applicants, and they will be considered on their merits. Applicants are only asked about unspent convictions initially. A disclosure check may be requested after assessing relevance and proportionality. Applicants can voluntarily disclose details early in the process. Any criminal record revealed will be discussed openly and confidentially. Failure to disclose a relevant conviction can result in withdrawing a conditional offer. Rejection
This document summarizes key topics in labor and employment law from a presentation given in 2015. It discusses declining private sector unionization rates and expansions of the NLRB's jurisdiction over non-union employers. Specific issues covered include the NLRB's broad interpretations of protected concerted activity on social media and investigations, restrictions on confidentiality policies and workplace rules regarding respectful conduct. The document also notes ambush election procedures and partnerships between the NLRB and OSHA.
This document summarizes a conference on employment practices liability insurance and social media in the workplace. The conference covered various topics related to social media and the law, including how employers can be liable for employee social media use and how social media impacts hiring, firing, investigations and discipline. It also discussed how employers should craft social media policies and addressed related litigation issues like discovery and jury instructions. The conference provided an overview of key laws and regulations governing social media and highlighted some notable court cases that illustrate how social media can give rise to legal claims.
This document summarizes a presentation given by attorneys Mark Tolman and Sean Monson on employee retention. It discusses common reasons why employees leave, including better pay elsewhere, feeling overworked or underappreciated. It also addresses the current worker shortage and provides suggestions for how employers can retain employees, such as effective onboarding, mentorship programs, competitive pay and benefits, flexibility, and diversity policies. The document then discusses legal issues relating to medical marijuana in the workplace and "canceling" employees. It concludes with a discussion of recent unionization efforts and protected concerted activities under the National Labor Relations Act.
This document provides an overview and agenda for the Ninth Annual Boise Employment Law Seminar taking place on September 22, 2021 in Boise, Idaho. The seminar will cover hot topics in employment law, including discussions on the statutory basis for 85% of employment law claims, sexual harassment and what it is, LGBTQ+ discrimination, conducting sexual harassment investigations, and determining whether a worker is an employee or independent contractor. Key tests for making this determination, such as the IRS 20-factor test and post-1996 IRS approach focusing on behavioral and financial control, will be reviewed.
10 Trending Employee Relations Issues for 2016HR ACUITY LLC
This document discusses several trending employee relations issues for 2016, including same-sex marriage benefits, social media policies, tattoo policies, transgender employee policies, performance reviews, medical marijuana, "ban the box" policies, reverse mentoring, the Affordable Care Act employer mandate, and confidentiality in workplace investigations. Key issues around each topic center on balancing employee rights and privacy with business interests.
The document discusses the risks and legal issues involved with using social media for employment screening. It notes that information found on social media could allow employers to discern characteristics like race, religion, and family status, which could lead to discrimination claims. The document also outlines several laws like Title VII that prohibit various forms of discrimination. It concludes that using social media for screening requires proper disclosure to candidates and ensuring the information obtained is job-relevant without creating disparate impact.
R2P Community Impact Guide 2013 8 22 (2)Julie Sweeney
This document summarizes guidance from the Equal Employment Opportunity Commission (EEOC) on how employers can safely limit the use of criminal records in hiring. It discusses how overuse of criminal records disproportionately impacts minority communities and can violate anti-discrimination laws. The EEOC guidance encourages individualized assessments of criminal histories that consider the nature of the offense, time since conviction, and relevance to the job. It recommends against blanket bans and considering arrests without convictions. The document provides best practices for employers, such as not asking about convictions initially, only using conviction records, limiting how far back convictions are considered, and giving applicants a chance to challenge reports. It encourages community members to educate employers on these issues.
Handling sexual harassment complaints the position in asiaMarcus Teo
The document discusses handling sexual harassment complaints in Asia. It provides an overview of the legal frameworks regarding sexual harassment in Hong Kong, Singapore, and China. While laws have lagged in Asia compared to other regions, sexual harassment is prohibited by statute in Hong Kong and China. Singapore lacks specific legislation but harassment is governed by other laws. The document outlines best practices for employers to minimize liability, such as implementing anti-harassment policies and training, and properly handling any complaints according to internal procedures. Financial exposure from failing to address harassment can include reputational damage, legal claims, and financial settlements or court awards, though awards in Asia have generally been modest to date.
O documento discute piercing e tatuagens como formas de modificação corporal. Piercing envolve furar partes do corpo para inserir joias, enquanto tatuagens envolvem desenhos permanentes na pele usando agulhas e pigmentos. Embora usados como adornos, algumas pessoas modificam radicalmente seus corpos com muitos piercings e tatuagens.
O documento discute a história e significados culturais de tatuagens e piercings, e como a Bíblia aborda esses temas. Passagens bíblicas sugerem que tatuagens estavam ligadas a cultos pagãos, enquanto piercings eram usados para marcar escravos. A Bíblia também diz para não fazer marcas no corpo e evitar escândalos ou ações que não edifiquem outros cristãos. No final, o documento conclui que o corpo é um templo do Espírito Santo e deve glorificar a
This song mocks a sports team called the Cameltoes for having a losing record and low point totals. It references their winless record and says if they ever win, hell would have frozen over. It also pokes fun at the team for being from Peoria, Illinois and expresses their losing record is a source of frowning and disappointment.
O documento discute a história da tatuagem, desde suas origens no Egito antigo até sua popularização no século XX. Ele explica como a tatuagem foi banida pela Igreja Católica na Idade Média e ganhou conotações criminosas na Inglaterra do século XIX, mas hoje é mais amplamente aceita como forma de expressão.
O documento discute a história da arte da tatuagem e dos piercings, desde suas origens na pré-história até os dias atuais. Ele explica que a tatuagem surgiu de forma independente em diferentes culturas como forma de expressão corporal e identidade, e que as evidências mais antigas datam de 5300 a.C. Também discute como os piercings eram usados para significados sociais e rituais religiosos em culturas antigas como a asteca e egípcia.
This document repeats the name "Britney Spears" ten times without providing any additional context or information about her. It consists solely of repeating the same name over multiple lines.
A brief retrospective on men\'s legwear down through the years, and how it is growing into an emerging trend with men for a variety of practical purposes.
This document discusses emotional affairs and how to heal from them. It notes that emotional affairs involve emotional rather than physical intimacy. While time is the truest healer, people want to know if there are faster ways to heal the pain of an emotional affair. The document also discusses signs that someone may be having an emotional affair and the importance of open communication between partners to address needs, wants and problems in the relationship.
The document is the employee handbook for the City of Goose Creek. It outlines several general policies including equal employment opportunity, affirmative action, anti-harassment and sexual harassment policies. It states that the City prohibits discrimination and harassment. It describes sexual harassment and provides a complaint procedure for reporting harassment, stating it should be reported to a supervisor, human resources, or a complaint hotline. Allegations will be investigated confidentially.
1984 in 2015 Protecting Employees' Social Media from MisuseWendi Lazar
This document discusses employers' increasing access to employees' personal information through social media and other online sources, and the legal issues surrounding employers using this information to make hiring, firing, and promotion decisions. It provides examples of employers denying a promotion due to social media photos, and firing an employee due to hobbies revealed online. While some laws prohibit discrimination, there is no comprehensive protection for employees' personal online activities. The document argues for stronger legal protections to prevent privacy violations and discrimination in the workplace.
This document provides an overview of criminal background checks for employers and property managers. It discusses the key reasons to conduct criminal record searches, including protecting the organization, reducing turnover, strengthening compliance with regulations, and decreasing legal risks. It also outlines the typical criminal record information that can be uncovered in a search, such as arrest records, convictions, and dismissals. The document explains that criminal records can be stored in various law enforcement, court, and corrections databases across jurisdictions. It also summarizes the key rules regarding criminal background checks, such as the Fair Credit Reporting Act, and discusses some other international privacy laws and regulations.
Mining and Sexual Identity - Is Our Industry Ready for Gay WorkersFernando Penarroyo
Labor rights recognition of LGBTI persons is now becoming the norm as many countries are now adopting anti-discrimination laws based on sexual orientation or gender identity. It is also clear that countries with strong laws and policies promoting equality for LGBTI workers, and companies that implement such laws and policies fare better, which provide a business and economic case for inclusion and diversity. An inclusive, diverse, and non-discriminatory industry would not be hard put to find allies from the LGBTI community especially for a much-maligned and misunderstood sector like mining.
New Foundations HE has a policy of recruiting people with criminal records and preventing discrimination against them. The Rehabilitation of Offenders Act allows some criminal convictions to become spent after a certain time. However, some jobs are exempt and can consider all convictions. New Foundations HE's recruitment policy follows equal opportunities guidelines. Having a criminal record does not automatically bar applicants, and they will be considered on their merits. Applicants are only asked about unspent convictions initially. A disclosure check may be requested after assessing relevance and proportionality. Applicants can voluntarily disclose details early in the process. Any criminal record revealed will be discussed openly and confidentially. Failure to disclose a relevant conviction can result in withdrawing a conditional offer. Rejection
This document summarizes key topics in labor and employment law from a presentation given in 2015. It discusses declining private sector unionization rates and expansions of the NLRB's jurisdiction over non-union employers. Specific issues covered include the NLRB's broad interpretations of protected concerted activity on social media and investigations, restrictions on confidentiality policies and workplace rules regarding respectful conduct. The document also notes ambush election procedures and partnerships between the NLRB and OSHA.
This document summarizes a conference on employment practices liability insurance and social media in the workplace. The conference covered various topics related to social media and the law, including how employers can be liable for employee social media use and how social media impacts hiring, firing, investigations and discipline. It also discussed how employers should craft social media policies and addressed related litigation issues like discovery and jury instructions. The conference provided an overview of key laws and regulations governing social media and highlighted some notable court cases that illustrate how social media can give rise to legal claims.
This document summarizes a presentation given by attorneys Mark Tolman and Sean Monson on employee retention. It discusses common reasons why employees leave, including better pay elsewhere, feeling overworked or underappreciated. It also addresses the current worker shortage and provides suggestions for how employers can retain employees, such as effective onboarding, mentorship programs, competitive pay and benefits, flexibility, and diversity policies. The document then discusses legal issues relating to medical marijuana in the workplace and "canceling" employees. It concludes with a discussion of recent unionization efforts and protected concerted activities under the National Labor Relations Act.
This document provides an overview and agenda for the Ninth Annual Boise Employment Law Seminar taking place on September 22, 2021 in Boise, Idaho. The seminar will cover hot topics in employment law, including discussions on the statutory basis for 85% of employment law claims, sexual harassment and what it is, LGBTQ+ discrimination, conducting sexual harassment investigations, and determining whether a worker is an employee or independent contractor. Key tests for making this determination, such as the IRS 20-factor test and post-1996 IRS approach focusing on behavioral and financial control, will be reviewed.
10 Trending Employee Relations Issues for 2016HR ACUITY LLC
This document discusses several trending employee relations issues for 2016, including same-sex marriage benefits, social media policies, tattoo policies, transgender employee policies, performance reviews, medical marijuana, "ban the box" policies, reverse mentoring, the Affordable Care Act employer mandate, and confidentiality in workplace investigations. Key issues around each topic center on balancing employee rights and privacy with business interests.
The document discusses the risks and legal issues involved with using social media for employment screening. It notes that information found on social media could allow employers to discern characteristics like race, religion, and family status, which could lead to discrimination claims. The document also outlines several laws like Title VII that prohibit various forms of discrimination. It concludes that using social media for screening requires proper disclosure to candidates and ensuring the information obtained is job-relevant without creating disparate impact.
R2P Community Impact Guide 2013 8 22 (2)Julie Sweeney
This document summarizes guidance from the Equal Employment Opportunity Commission (EEOC) on how employers can safely limit the use of criminal records in hiring. It discusses how overuse of criminal records disproportionately impacts minority communities and can violate anti-discrimination laws. The EEOC guidance encourages individualized assessments of criminal histories that consider the nature of the offense, time since conviction, and relevance to the job. It recommends against blanket bans and considering arrests without convictions. The document provides best practices for employers, such as not asking about convictions initially, only using conviction records, limiting how far back convictions are considered, and giving applicants a chance to challenge reports. It encourages community members to educate employers on these issues.
Handling sexual harassment complaints the position in asiaMarcus Teo
The document discusses handling sexual harassment complaints in Asia. It provides an overview of the legal frameworks regarding sexual harassment in Hong Kong, Singapore, and China. While laws have lagged in Asia compared to other regions, sexual harassment is prohibited by statute in Hong Kong and China. Singapore lacks specific legislation but harassment is governed by other laws. The document outlines best practices for employers to minimize liability, such as implementing anti-harassment policies and training, and properly handling any complaints according to internal procedures. Financial exposure from failing to address harassment can include reputational damage, legal claims, and financial settlements or court awards, though awards in Asia have generally been modest to date.
This document provides an overview and summary of the Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act training. It discusses the purpose and objectives of the No FEAR Act, which is to ensure federal agencies notify employees of their rights/remedies under antidiscrimination and whistleblower protection laws. It also summarizes prohibited personnel practices, antidiscrimination laws, whistleblower protections, and the roles of the Equal Employment Opportunity Commission, Office of Special Counsel, and Merit Systems Protection Board.
mechanism in which one object acquires all the properties and behaviors of a ...DEVKOTA Devi Bhakta
This document provides an overview of ethics for IT workers and users. It discusses what ethics and morals are, and the relationship between the two. Ethics refer to codes of conduct defined by a group, while morals are personal principles for determining right and wrong. The document also examines the differences between ethics, morals, and laws. It notes that ethics help groups understand roles and responsibilities to achieve mutual benefits. It emphasizes the importance of integrity and consistency in applying moral standards. Finally, it discusses ways organizations can improve ethics, such as appointing an ethics officer, establishing codes of conduct, and conducting ethics training.
Human Trafficking Law and the Safe Spaces Act.pptxCharisseTomaro
This document discusses laws and policies related to human trafficking and protecting safe spaces in the Philippines. It provides definitions of key terms like gender, gender identity, trafficking, and prohibited acts. It outlines reporting procedures for trafficking victims and penalties for violating anti-trafficking laws. It also summarizes the main provisions of the Safe Spaces Act, including definitions of harassment, coverage areas, reporting procedures, and penalties for perpetrators in streets/public spaces, online, workplaces and educational institutions. The goal is to protect women's rights and ensure dignity and safety for all.
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Running head: RIGHTS OF CRIMINAL JUSTICE OF EMPLOYEES
Rights of criminal justice of employees
Columbus Southern University
Criminal Justice Organization and Administration
Dennis Brown
December 6, 2014
RIGHTS OF CRIMINAL JUSTICE OF EMPLOYEES 2
Abstract
This piece of writing offers a complete outline of the lawful privileges of unlawful
fairness employees. Along with the subjects under discussion are: possessions safety in service;
outstanding progression and other privileges in punishment and preservation; Initial change of
employee rights; confidentiality privileges; and protections in opposition to prejudice and a
aggressive labor surroundings. Under the discussion, it states how centralized laws that recount
to equal employ chance forbid favoritism on the foundation of religious conviction, gender, race,
disability, age, nationalized basis, or color; on the other hand it explains how they permit ruling
out of members of a confined category if in attendance happens to be a bona fide professional
requirement. This includes how criminal fairness employers ought to intermittently introduce
additional stylish documentation in order to care for the privacy of any consequences in arrange
stay away from lawsuits introduced by workers whose lawful privileges were desecrated. The
assenting responsibility of unlawful air dealing bureau to get a practical stand in performance,
formulation, and implementation of policies is as well discussed (Rubin 1995, V. 2, #. 2).
Commented [MW1]: Dennis, it appears that you’ve made
significant changes to this paper though few are the changes
recommended by Cecilia. This in-text citation, for example,
is still incorrectly formatted. Your paper still lacks sufficient
in-text citation, and your reference citations are unchanged.
If you don’t understand the suggestions Cecilia made, I’m
sure she’d be happy to speak with you on the phone. Her
contact information is within the email she sent you Friday.
RIGHTS OF CRIMINAL JUSTICE OF EMPLOYEES 3
Rights of criminal justice of employees
Right of criminal justice employees to be protected against deliberate inequality and
some other activities which may lead to unfair situations is provided under title VII. Despite sex,
color, religion, race or national origin, all criminal justice employees are subject to the right of
equal employment opportunities.
Mainly, firms and government agencies cannot discriminate alongside tribal groups and
groups from other linguistic origin. Criminal justice employees have the right to communicate
and converse their own language. Communication language should not be limited to English by
employers unless they have enough validation for tha.
FINAL Employers Guide to Best Practices 2013 (1)Julie Sweeney
The document provides guidance to employers on safely limiting the use of criminal records in hiring. It advises that the Equal Employment Opportunity Commission (EEOC) has issued guidelines for employers related to adverse hiring actions based on criminal history. The EEOC's guidelines reflect disparities in incarceration rates among different racial groups. The employer should consider the nature of any offenses, time passed since conviction, and relevance to the job. Failure to comply with these and other federal laws like the Fair Credit Reporting Act (FCRA) could result in legal liability for employers.
Required readings· · From Managing human resources Productiv.docxsodhi3
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Required readings· · From Managing human resources Productiv.docxdebishakespeare
Required readings:
·
· From Managing human resources: Productivity, quality of work life, profits (9th ed.), read the following chapters:
· The legal context of employment decisions
· Procedural justice and ethics in employee relations
· Safety, health, and employee assistance programs
Unit 3: Module 3 (Sep 12 - Sep 18)
Module 3 Overview
This module focuses on specific civil rights and labor laws that govern HR policies and practices. You will also explore legal and ethical issues based on a scenario.
In Module 1, we discussed the four forces that shape HR strategies:
· Social
· Technological
· Economic
· Political
Federal, state, and local laws affect all of these domains, and your understanding of legal and governmental mandates and standards is vital to formulating a viable HR strategy.
Many legislative and legal constraints affect business policies and HR planning. Understanding these issues can help avoid financial and legal issues in the future. For example, is an employee with diabetes who takes daily insulin protected by the Americans with Disabilities Act (ADA)? The answer is yes (The U.S. Equal Employment Opportunity Commission, 2008). If your managers fail to understand the ramifications of this detail, they could (even inadvertently) harass or otherwise discriminate against an employee who may file a complaint with the Equal Employment Opportunity Commission (EEOC). Your organization then may incur legal expenses to defend or settle the dispute, all of which could be very expensive.
We will examine some of the major federal laws that impact HR on the following pages. You may also wish to explore the resources provided by SHRM and ASTD for best practices and benchmarks in civil rights and labor laws. HR professionals could refer to these sources for talent management as well.
Strategic HR addresses legal and regulatory issues in terms of planning and policy. It helps guide businesses and organizations through red tape and encumbrances.
In the first assignment in this module, you will discuss the federal, state, and local laws that drive HR policies, procedures, and practices. The second assignment will be your first Required Assignment of this course. You will identify ethical and legal issues involved in a merger and develop a plan to resolve these issues.
The U.S. Equal Employment Opportunity Commission. (2008). The ADA: Your responsibilities as an employer. Retrieved fromhttp://www.eeoc.gov/facts/ada17.html
Using the navigation on the left, please proceed to the next page.
· Incorporate strategic human resource management principles in the development of programs that meet organizational needs and enable the organization to maintain a competitive advantage.
· Distinguish between ethical and unethical behavior given certain organizational circumstances (both domestic and international) based on knowledge of basic employment law and ethical principles.
· Recommend talent management strategies that support the HR strategi ...
Similar to Tattoos, piercings and cross dressing, oh my! (20)
I've updated my slides on the Business Partner concept and included it in my class on the HRBP Model. Class is next week, February 27-28 at the Pace Midtown Campus.
The document discusses best practices for conducting effective employee surveys. It notes that surveys should be linked to business strategy, collect focused data, and analyze results to identify key drivers and linkages to organizational outcomes. Most importantly, surveys require utilization of results through action planning and accountability, communication of actions taken, and follow up to ensure improvements are ongoing. When done properly, surveys can provide value by assessing engagement, predicting change readiness, and building ownership of outcomes, but common pitfalls include unclear objectives and lack of follow through.
This document discusses redesigning the HR department by transforming it from a transactional role into a strategic business partner. It describes the evolution of HR from basic personnel services to specialized expertise and a strategic role. The business partner model is discussed as a common organizational design, with HR staff aligned closely to business lines. This model includes a customer-facing front end of business partners, a back end of specialist groups, and an operational service center. Challenges of this model include tensions around who owns clients and assembling project teams while still delivering transactional work and organizational development services.
A presentation for Human Resource professionals and business owners on harassment. Will be presenting this at a seminar tomorrow at the Crowne Plaza in White Plains.
An up-to-date review of the Affordable Care Act, sometimes called ObamaCare. I will be presenting this tomorrow at the Crowne Plaza in White Plains, NY.
Get ready for the Affordable Care Act. The light you see is the oncoming train!
Lot's of things happening, not too many answers and it will take a few years to flesh it all out.
The document summarizes federal and state agency actions and guidance from 2012 regarding employment laws and HR practices, as well as anticipated changes for 2013. In 2012, the EEOC provided guidance expanding protections for victims of domestic violence and limiting the use of criminal background checks. The NLRB continued reviewing social media policies and limiting restrictions on discussions related to investigations. For 2013, experts predict increased regulation around the Affordable Care Act, expanded NLRB protections for unions and employees, and heightened OSHA and EEOC enforcement activities. New York may repeal its annual wage notice law and pass new laws around paid family leave and gender identity protections.
The document provides information about the SHRM certification exams, including the PHR and SPHR exams. It discusses the structure of the exams, including the number of questions, time allotted, and topics covered. It also offers tips for preparing for and taking the exams, such as studying for 40-60 hours, making sure to arrive on time, trusting your first impression when answering questions, and pacing yourself to complete the exam on time.
The document provides information about the SHRM certification exam, including:
1) There are two levels of certification - PHR and SPHR - that differ in focus and cognitive level of questions.
2) The multiple choice exam consists of 225 questions over four hours, covering six functional areas of HR.
3) Candidates are advised to prepare for 40-60 hours, read questions carefully, trust their first impression, and pace themselves to complete the exam.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
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Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
Discover timeless style with the 2022 Vintage Roman Numerals Men's Ring. Crafted from premium stainless steel, this 6mm wide ring embodies elegance and durability. Perfect as a gift, it seamlessly blends classic Roman numeral detailing with modern sophistication, making it an ideal accessory for any occasion.
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Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
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Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
6. Tattoos once identified their owners as rough
characters.
The stereotype was generally associated with
bikers, sailors and marines.
Today, tattoos are mainstream. It is just as
likely to find the 23 yo receptionist as the US
Marine graduate with a tattoo.
Along with tattoos, body piercing has become
more common.
3/13/2014HRinfo4u 6
7. Tattoos among professionals are no longer
unusual and industry trade groups estimate
that 60% of all tattoos are being done on
women.
When it comes to employment, however,
pragmatism tempers social acceptance; 78%
of younger employees state that they would
cover or conceal their tattoos during a job
interview.
3/13/2014HRinfo4u 7
8. So, when does an employee‟s bodily self-
expression cross the line and allow us to
order them to conceal their tattoos?
In some positions, the issue may never arise.
In other situations, the open display of a
tattoo or a facial piercing may not be
conducive to the message that we are trying
to convey to the public.
3/13/2014HRinfo4u 8
9. While there remains a great deal of discretion,
more and more we need to be careful that our
restrictions do not violate Title VII or, even
create religious discrimination.
The EEOC has provided at least one set of
guidelines for us to follow, however.
3/13/2014HRinfo4u 9
10. Employee who was an adherent of Kemetic,
an ancient Egyptian religion.
As part of his religious practice, he received
tattoos and liturgical inscriptions on his
wrists.
The inscriptions symbolized his religious
dedication to his religious practices and it
would be a “sin” to intentionally conceal the
religious inscriptions.
3/13/2014HRinfo4u 10
11. The employee had the tattoos on his wrist
when he was hired and Red Robin has a dress
code policy that prohibits employees from
having “visible tattoos.”
He worked for 6 months, however, without
any complaints.
A new manager saw the tattoos and fired
him.
3/13/2014HRinfo4u 11
12. The employee asked for a dress code
accommodation and was refused.
Red Robin argued that allowing the tattoos
would undermine their “wholesome image.”
The District Court rejected Red Robin‟s
argument and the case was settled out of
court.
3/13/2014HRinfo4u 12
13. 2 lessons from the case:
◦ Title VII requires us to make “reasonable
accommodations” to sincerely held religious beliefs
unless it will cause undue hardship. The EEOC takes
a broad view of religious beliefs and
accommodation.
◦ The courts do not want to be placed in the situation
of deciding what is or is not a bona fide religion or
religious practice.
3/13/2014HRinfo4u 13
16. The same legal standard may apply to the
related issue of body piercings or body art.
3/13/2014HRinfo4u 16
17. Employee worked in the front end at the
retailer.
When she was hired, she had 11 ear piercings
but did not claim any religious significance to
them.
She later claimed membership in the Church
of Bodily Modification (CBM).
Body modification includes piercing,
branding, cutting, scarification and tattooing.
3/13/2014HRinfo4u 17
18. She later had her eyebrow pierced even
though Costco forbids the wearing of facial
jewelry.
Costco proposed an accommodation by
allowing her to wear clear plastic retainers in
her piercings during work hours but she
refused.
She was ultimately terminated.
3/13/2014HRinfo4u 18
19. As we previously stated, the court dodged the
question as to whether CBM is a bona fide
religion and focused on Costco‟s attempt at
accommodation and awarded summary
judgment.
The appeals court took a different tack and
held that her demand for a blanket
exemption from the dress code policy was an
“undue hardship.”
3/13/2014HRinfo4u 19
20. We should avoid overly broad dress codes or
similar policies that do not recognize the
need for an accommodation.
Religious tattoos or piercings may be subject
to accommodation; secular or purely
decorative ones do not need to be
accommodated.
3/13/2014HRinfo4u 20
21. Tattoos or piercings of a sexual nature or
with racist symbols or images may clearly be
prohibited and employees made to cover
them up.
There is actually a whole industry of
specialized clothing and make-up designed
to conceal tattoos in the workplace.
3/13/2014HRinfo4u 21
23. In our society, trousers have been adopted by
women and is not regarded as problematic.
In cultures where men have traditionally worn
skirt like garments, the kilt or sarong is not
seen as problematic.
Dress, then, is a social construct.
However, women dressing in men‟s clothing
and men dressing as a women, receive very
different responses.
3/13/2014HRinfo4u 23
24. The notion of gender identity appeared in the
Diagnostic and Statistical Manual of Mental
Disorders, DSM-III, in the form of two
psychiatric diagnoses of gender dysphoria:
◦ Gender identity disorder of childhood
◦ Transsexualism
3/13/2014HRinfo4u 24
25. “Gender identity" is understood to refer to
each person's deeply felt internal and
individual experience of gender, which may
or may not correspond with the sex assigned
at birth, including the person's sense of the
body (which may involve, if freely chosen,
modification of bodily appearance or function
by medical, surgical or other means) and
other experience of gender, including dress,
speech and mannerism.
3/13/2014HRinfo4u 25
26. Gender identity and related topics are constantly
debated within politics.
Recently, it was decided under the Affordable
Care Act that health insurance exchange's will
have the ability to collect demographics
regarding gender identity and sexual identity
within the effected populations.
The questions will be optional, but will help
policymakers better recognize the needs of the
LGBT community, and prove that the goal is to
provide insurance for everyone.
The questions are legal, and federal policies
promise that nobody will be discriminated
against.
3/13/2014HRinfo4u 26
27. Executive Order 13087
◦ Signed 1998
◦ Prohibits discrimination on the basis of sexual
orientation for federal workers, selected civilian
members of the military, postal workers and others.
◦ Does not apply to the private workplace but it
allows the EEOC to “set the stage” for later action.
3/13/2014HRinfo4u 27
28. New Strategic Enforcement Plan:
◦ Eliminating barriers in recruitment and hiring.
Target class based recruitment and hiring practices
that steer individuals into specific jobs based on their
status in a particular group.
◦ Protecting immigrant, migrant and other vulnerable
workers.
Target disparate pay, job segregation, harassment,
trafficking and discriminatory practices affecting
workers who may be unaware of their rights or
reluctant or unable to exercise them.
3/13/2014HRinfo4u 28
29. Addressing emerging and developing issues.
◦ The Americans with Disabilities Act
◦ Accommodating pregnancy related limitation under
Title VII and the ADA
◦ Coverage of lesbian, gay and transgendered
individuals under Title VII
Enforcing equal pay laws.
◦ Target pay discrimination based on gender by
encouraging the use of directed investigations and
commission charges.
3/13/2014HRinfo4u 29
30. Preserving access to the legal system.
◦ Target policies and practices that discourage
individuals from exercising their rights. Include
retaliation against complaining employees, overly
broad waivers required by employers, settlement
provisions that prohibit filing charges.
Preventing harassment.
◦ Pursue systemic investigations and litigation and
conduct an outreach campaign to deter harassment
in the workplace.
3/13/2014HRinfo4u 30
31. EEOC Plans to litigate more cases, particularly
systemic cases where company wide hiring or
other practices have an illegal discriminatory
impact on certain protected classes, even if
not intentional.
Obtained $36.2 million in settlements from
systemic investigations in 2012 versus $8.6
million in 2011.
$372.1 million in monetary relief for charging
parties in 2013.
3/13/2014HRinfo4u 31
32. Systemic cases can be triggered by the use of
screening tools that might have an adverse
impact on certain employees.
Pre-employment tests, background checks
and date of birth questions on employment
applications will draw EEOC attention.
EEOC is asking for large data sets of statistics
to show potential systemic discrimination.
3/13/2014HRinfo4u 32
33. 8/27/13, OFCCP announces new regulations
requiring federal contractors to establish
annual hiring benchmarks for disabled
individuals and protected veterans.
Establishes a 7% utilization goal for each Job
Group or the entire workforce if over 100
employees.
3/13/2014HRinfo4u 33
34. Data Collection-document and update
annually # of individuals with disabilities and
protected veterans who apply for jobs and the
# hired.
Invitation to self-identify-at both pre-offer
and post-offer.
Records access requirements-available to
OFCCP.
3/13/2014HRinfo4u 34
35. Religious discrimination spotlight.
◦ Evangelical Christians-employee refuses to submit
to biometric hand scan, claiming a “relationship
between hand-scanning technology and the Mark of
the Beast” from revelations.
◦ Seventh Day Adventists-the Sabbath is from
sundown Friday to sundown Saturday
◦ Pentacostals-female employee who religious beliefs
forbids her to wear pants, a violation of the dress
code. Fired for wearing a skirt.
3/13/2014HRinfo4u 35
36. Currently, 1 state (Michigan) and 6 cities
outlaw weight and height discrimination in
employment. (Massachusetts is next)
The AMA has declared obesity a disease.
The EEOC is taking the position that obesity
is a “qualified disability” under the ADA.
“Appearance” bias or “lookism.”
3/13/2014HRinfo4u 36
37. 60% of overweight women and 40% of
overweight men suffered discrimination.
◦ Handsome men earn 5% more
◦ Attractive women earn 4% more
◦ 3% of women have already had cosmetic procedure
to increase their perceived value in the workplace.
3/13/2014HRinfo4u 37
38. Long term unemployed (those out of work for
more than 1 year) suffer discrimination in
employment.
New York City, New Jersey and other states
have pass legislation making them a
“protected category” under their regulations.
Prohibits using unemployed status in any
employment decisions.
3/13/2014HRinfo4u 38
39. Federal Appeals Court in Chicago
◦ “Employers must assign a qualified employee with a
disability to a vacant job for which the employee is
qualified, even if better qualified applicants for that
vacant job exist. 10/12.
◦ Supreme Court decision ruled that reasonable
accommodation under the ADA sometimes requires
employers to give preferential treatment to disabled
employees.
◦ “disability neutral” policies sometimes fall short of
what the ADA requires.
3/13/2014HRinfo4u 39
41. Vance v. Ball State
◦ Vance, an African American employee argues that
her co-worker had the authority to direct her work
and was, therefore, a supervisor.
◦ Ellerth/Farragher framework. Employers strictly
liable for supervisor harassment.
◦ The Court narrowed the term “supervisor” to
include the power to make “a significant change in
employment status…”
3/13/2014HRinfo4u 41
42. Nassar v. UT Southwestern.
◦ Doctor alleged that he was denied employment
after complaining about discrimination.
◦ University stated that it would not have hired him
anyway since they required that all doctors be
members of the university faculty.
◦ The Court held that in retaliation claims, the
employee needs to show that the employer would
not have taken the adverse action “but for” the
retaliatory move.
3/13/2014HRinfo4u 42
43. US v. Windsor.
◦ The Court ruled unconstitutional a law denying
federal recognition of legally married same sex
couples.
◦ Struck down Section 3 of DOMA holding that it
violated the equal protection component of the 5th
Amendment‟s Due Process Clause.
◦ If you have multiple state operations, deal with
what a state considers a “spouse.”
3/13/2014HRinfo4u 43
44. Ruling changes administration of FMLA
◦ Under FMLA, employers must provide employees
time off to care for their spouse.
3/13/2014HRinfo4u 44
Employer‟s State Employee State of
Residence
“Spouse” for FMLA
Purposes
Same Sex Same Sex Yes
Same Sex Non-Same Sex No
Non-Same Sex Same Sex Yes
Non-Same Sex Non-Same Sex No
46. Fair Credit Reporting Act
◦ Consumer Financial Protection Bureau updated the
Summary of Rights and Notice. Replace old forms
with new ones.
Department of Labor-FMLA
◦ New FMLA poster
Must be displayed where employees and applicants
can see it.
Must be displayed even if there are no eligible
employees.
3/13/2014HRinfo4u 46
47. Employers granted one year extension of ACA
penalties.
◦ Penalties for not providing “affordable” health care
delayed to January 2015.
Marketplace Notice to employees of coverage
options.
◦ Required to provide employees with written notice
of availability of exchanges.
◦ Must be in writing, by first class mail or
electronically.
◦ No penalty for non-compliance.
3/13/2014HRinfo4u 47
48. Employment Non-Discrimination Act
◦ ENDA amend Title VII to prohibit employees on the
basis of sexual orientation or gender identify.
◦ Passed out of committee, full Senate vote this week.
DOL Right to Know Law
◦ Require employers to provide justification for
classifying workers as either employees or
independent contractors.
◦ Public Comment period, first step.
3/13/2014HRinfo4u 48
49. Comp Time Legislation. Extends
compensatory time benefit to private
employers in the same manner as public
employees.
◦ Up to 160 hours per year
◦ Allows a „cash out‟ arrangement
◦ Use comp time within a „reasonable time period‟
3/13/2014HRinfo4u 49