Three Federal Agencies Issue Joint Statement Against Employment Discrimination Following September 11 Terrorist Attacks
Sherry L. Travers of Thompson, Coe, Cousins & Irons, LLP
On November 19, 2001, the U.S. Equal Employment Opportunity Commission, the Department of Justice and the Department of Labor issued a joint statement against workplace bias. The statement emphasizes the alarming increase in incidents of harassment, discrimination and violence in the workplace against employees who are, or perceived to be, Arab Muslim, Middle Eastern, South Asian or Sikh following the September 11 terrorist attacks.
Protecting the Civil Rights of American Indians and Alaska Natives: Nondiscrimination Laws Enforced by the Civil Rights Division
Department of Justice
This pamphlet describes the areas of the Department of Justice's Civil Rights Division?s enforcement program that may be of particular interest to American Indians and Alaska Natives.
EEOC Policy Guidance On The Application Of Civil Rights Laws To Contingent Workers
Bodman LLP
The EEOC recently issued guidance addressing the application of federal employment discrimination laws to "continge.
Facts About Religious Discrimination
United States Department of Labor-Office of the Solicitor
This fact sheet gives an overview of what constitutes religious discrimination under Title VII of the Civil Rights Act of 1964.
Employment: Your Rights Under the Law
Frank K. Friedman of The Law Firm of Hofheimer/Ferrebee, P.C.
If you feel that you have been treated unfairly by your employer, an attorney can help you determine whether you .
OFCCP Requires Federal Contractors to Submit Equal Opportunity Surveys
Sherry L. Travers of Thompson, Coe, Cousins & Irons, LLP
To enhance its enforcement capabilities, OFCCP recently created the Equal Opportunity Survey (EOS) to gather employment-related information from federal contractors and sub-contractors. The EOS requests detailed information concerning the employer?s affirmative action plan, as well as summary data on personnel activity and compensation, broken down by gender, race and ethnicity.
Expatriate Compensation/The Accompanying Spouse
William A. Carmell of Winston & Strawn LLP
With the advent of a global economy, American multinational companies more and more are asking United States citizens to go overseas to assist in managing their offices and facilities located there. Upon occasion, this has caused these employees to approach their companies requesting special treatment for their spouses.
Lex Mentis - What's God Got to do With It?
James J. McDonald of Fisher & Phillips LLP
Most of us think of religion in terms of a deity, a set of defined values and traditions, and a moral code emphasizing virtuous behavior. But not the EEOC and most courts. In an absurd, politically correct effort to avoid passing value judgments at all costs, they will accept just about any bizarre beliefs as a religion just because a plaintiff claims to believe in it.
The War Between Diversity And Religion And The No-Man's Land Employers Must Walk Through
David T. Barton of Quarles & Brady LLP
Employers pushing toward diversity in the workplace are now encountering push-back from employees on the religious right. These employees contend that diversity policies requiring them to "value" concepts with which they fundamentally disagree for religious reasons impinge upon their Title VII religious rights. Two recent cases illustrate the positions of both sides on this issue and the narrow ground employers must walk between the two.
Religion in the Workplace
Parsons Behle & Latimer
In California, a homosexual employee is taking his former employer to trial for religious discrimination based on comments by his Mormon supervisor. The supervisor allegedly told the gay employee he should "become heterosexual and a Mormon or he would go to hell." The plaintiff also claims he was pressured to participate in prayer meetings at work.
The War Between Diversity and Religion and the No-Man's Land for Employers
Joe Wilson of Quarles & Brady LLP
Employers pushing toward diversity in the workplace are now encountering push-back from employees on the religious right. These employees contend that diversity policies requiring them to "value" concepts with which they fundamentally disagree for religious reasons impinge upon their Title VII and Wisconsin Fair Employment religious rights. Two recent cases illustrate the positions of both sides on this issue and the narrow ground employers must walk between the two.