News reports coming from the Equal Employment Opportunity Commission (EEOC) affirmed some cases of sexual harassment from the previous months. Once case was that of the Hal Leonard Publishing Company. This music printing company from Winona Minnesota has agreed to settle a case of sexual harassment committed by a former employee to female co-workers. They have agreed to pay $150, 000 to settle the claim.
According to the EEOC, sexual harassment is defined as the unwelcomed sexual advances, comments, request for sexual favors and actions that are sexual in nature. The term unwelcomed is crucial in the definition since it indicates a technicality.
Proponents of this provision fully understand that there is a possibility that the victim would be compelled to do the sexual acts as a condition of employment. To prevent harassers from using this as an advantage to justify their sexual acts, “unwanted” is added to show that the victim did not like what was being done to him or her. This mere dislike toward such advances is already ground for sexual harassment.
In addition, through the long years of handling cases like these, the EEOC had already found a pattern for the activity of the harassers. These include the following premises:
Disability discrimination is one of the most prevalent issues debilitating the state of employment in United States. It is still prevalent these days, even though the government had already created agencies that will handle solely such concerns. One of these government agencies is the Equal Employment Opportunity Commission (EEOC).
The EEOC has handled cases before, which reflects how the rights of workers are deeply violated. One of these includes that of a construction worker with neck impairment who was not provided with reasonable accommodation. This male employee worked for two and half years, but was terminated just after asking for a reasonable accommodation. Imagine the devastation that this employment decision has brought to the life of that worker.
This kind of treatment towards people with disabilities shows that some companies still think that they could escape the hand of the law. Sometimes, owners, supervisors or managers believe that they can be acquitted from doing a crime just because they hold a high position within a well-known business. This is where these people are wrong, since the justice system is impartial and would prosecute anyone who commits acts against its provisions.
More than this, employees should realize that for them to be protected from possible acts of disability discrimination, they must first know what the law states. To aid them, here is the simplified definition of the Americans with Disabilities Act of 1990 (ADA):
This act states that it is against the law to discriminate an applicant or an employee with a disability. One of the agencies tasked to implement this is the EEOC. Some of the establishments where the EEOC disallows cases of discrimination include the following:
Religious discrimination is one of the most peculiar types of workplace bias that employers commit. It is described as the unfair treatment of a worker due to his or her religious beliefs and practices. To combat this, the federal government signed into law the Title VII of the Civil Rights Act, a landmark piece of legislation that protects employees from various types of workplace discrimination. Aside from this, the law also protects the spouses of these people who might be subjected to maltreatment due to their affiliation with their loved ones.
California can be cited as an example of a state that implements this kind of ruling over its residents and labor force. Religious discrimination is very likely to happen in California since it is highly urbanized and is considered as a cradle for most American industries. More than that, people of different cultures have opted to reside in this area, and there might be a clash of beliefs.
Under the Title VII of the Civil Rights Act, every citizen of the United States has the freedom to choose and perform his or her religion. Also, employers with 15 or more employees are prohibited by the law to make discriminatory acts or policies. And one of the possible actions that employers might commit is through creating policies that will single out employees with a different faith.
Since it became known to the world in the 1980s, the human immunodeficiency virus (HIV) that causes acute immunodeficiency syndrome (AIDS) has become one of the world’s greatest health concerns. Not only is the research for the treatment of the disease a continuous medical saga, but also the recurring social implications of having such a dreaded disease.
The stigma associated with having HIV or AIDS is still a lingering problem among individuals, groups, and communities. This is still happening in some aspects of people’s lives despite the knowledge of most people towards the disease.
The social stigma related to HIV or AIDS is usually done in a variety of ways for both persons perceived and infected of the disease. These include discrimination, rejection, and violence, as well as compulsory testing for HIV without consent or protection of confidentiality and quarantine.
The realm of employment is an area where discrimination and fear for people with HIV or AIDS are widespread. Over the recent years, the virus and the disease has since been an issue in the workplace. While workers aged 20 to 45 and with HIV/AIDS are able to work in small- and medium-scale businesses, many are quizzical about an employer’s ability to make reasonable accommodations to them.