What Supervisors Need to Know about Discrimination Reference Guide. Office of Human Resources Consulting Services 433 Archer House

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "What Supervisors Need to Know about Discrimination Reference Guide. Office of Human Resources Consulting Services 433 Archer House 292-2800"

Transcription

1 What Supervisors Need to Know about Discrimination Reference Guide Office of Human Resources Consulting Services 433 Archer House

2 Workshop Objectives Workshop participants will be able to: Define discrimination and identify forms of discrimination; Know and explain personal liability and Ohio State's institutional responsibilities; Describe actions a manager/supervisor can take to prevent discrimination; and Take affirmative steps to address inappropriate and or discriminatory behavior. Workshop Agenda 1. Introduction why this topic is so important 2. Definitions 3. Legal framework and case studies 4. Employer liability 5. Supervisor responsibilities 6. Resources and additional training opportunities Page 2 of 14

3 Definitions Prejudice = A prejudgment based on membership in a category; an inflexible generalization that is felt or expressed. Discrimination = To distinguish by class or category without regard to individual merit; show impermissible preference or prejudice. There are two types of discrimination: disparate treatment and disparate impact. Disparate Treatment = An employee suffers less favorable treatment than others because of protected status. Direct discrimination Unequal treatment Intentional Prejudiced actions Different standards for different groups Disparate Impact = An employment policy adversely impacts persons in a protected class. Indirect discrimination Unequal consequences or results Unintentional Neutral actions Same standards but different consequences Harassment = Verbal or physical conduct which results in a hostile, offensive or intimidating work environment, unreasonably interferes with work performance, or otherwise adversely affects employment opportunities. Harassment has been defined in case law as a form of discrimination. Page 3 of 14

4 Definitions Continued Protected status = Members of a particular group covered by state or federal antidiscrimination laws. The protected categories are: Race Color Religion Age Sex National origin Disability/handicap Additional protected classifications include military status, religion, pregnancy and sexual orientation. The University s Non-Discrimination Policy 1.10, prohibits discrimination against any individual for reasons of sexual orientation. When an adverse employment action is taken based upon the employee s protected status, discrimination has occurred. Equal Employment Opportunity = All tangible employment actions must be job and business related. It is illegal for employers to make employment decisions based on an applicant s or employee s race, ethnicity, national origin, religion, sex, age military/veteran s status or disability. Ohio State's Non-Discrimination Policy = Incorporates all of the above protected classes into its Non-Discrimination policy and also extends this protection to sexual orientation. Page 4 of 14

5 Legal Framework Precluding Discrimination Title VII, Civil Rights Act of 1964 Purpose What Supervisors Need to Know About Discrimination To prohibit employment discrimination or segregation based on race, color, national origin, religion and gender in all conditions of employment. General provisions Prohibits sexual harassment and harassment based on other protected categories. Makes it illegal to discriminate because of pregnancy, childbirth or related conditions. Provides equal opportunity to participate in training programs and opportunities for advancement. Prohibits compensation practices that may be discriminatory, including extra pay plans, leave policies, maternity leaves and pension policies. The employer s best defense is making decisions based on seniority, merit or performance systems that measure quality and/or quantity of work. Exceptions The following very narrow exceptions exist: Work related requirements (i.e. lifting requirements for firefighters). Bona fide occupational qualifications (BFOQ); (i.e. female officer to search female students) reasonably necessary to the normal operations of the business. Very narrow exception that is carefully scrutinized. Seniority systems. Preferential quota systems - very limited and defined conditions, temporary in nature. Legal Test to Prove Discrimination: McDonnell-Douglas/Burdine Balancing Test Prima Facie Case Presumption of discrimination based on - The applicant/employee is a member of protected class. The applicant/employee is a qualified for job/successfully performing job requirements. An adverse employment action has been made. Another employee who is not a member of a protected class is treated better. Legitimate Business Reason - The employer must come forward with a legitimate, business justification for the adverse employment action. Page 5 of 14

6 Proof of Pretext - The applicant/employee must present evidence that the employer s legitimate, business reason is false. The evidence presented must be more than the evidence of the prima facie case (listed above). Legal Test to Prove Harassment Harassment must be sufficiently severe and pervasive as to alter the terms and conditions of employment. Evidence is evaluated from the point of view of the reasonable person. If the challenged conduct would not substantially affect the work or academic environment of a reasonable person, no violation is found. Retaliation Federal and state anti-discrimination laws protect employees from retaliation for opposing discriminatory employment practices or for filing charges, testifying, or for in any other way participating in proceedings under the laws. What is Retaliation? Any adverse employment action taken as a direct result of an individual's opposition to illegal employment practices or participation in formal investigations and other proceedings is prohibited as retaliation. The Equal Employment Opportunity Commission takes the position that a retaliatory act violates the anti-discrimination laws if it is reasonably likely to deter protected activity. Some examples of retaliatory actions include: Demotions, terminations, loss of benefits and/or compensation. Harassment by supervisor or employees. Supervisors or co-workers creating and permitting a hostile work environment. Taking away normal work assignments or significantly reducing material responsibilities. Making adverse statements to prospective employers. Issuing unjustified poor evaluations and reports. Altering employee's work schedule. Page 6 of 14

7 Managers and supervisors must ensure that employees who have engaged in activity protected under federal or state law are treated the same way as others. Harsher treatment will raise the inference that retaliation has taken place. The Human Resource Professional at the Unit must address complaints based on retaliation or refer them to the Office of Human Resources, Consulting Services. Once the investigation is concluded and findings and recommendations are issued, it is appropriate to monitor the treatment of the employees who complained to ensure that further adverse actions are not undertaken. Age Discrimination in Employment Act (ADEA), 1967 What the law prohibits - Discrimination against individuals age 40 and older; Mandatory retirement based on age; and Limiting or classifying employees in a way that adversely affects their status because of age (i.e. discontinuing pension accruals after age 65). Exceptions to ADEA Genuine seniority or benefit plan; Discipline or firing for good cause; Top executive or policy maker if he/she is 65 years old and is entitled to receive cosponsored retirement benefits of at least $44,000/annually. American with Disabilities Act (ADA), 1990 What is prohibited Discrimination against a qualified individual with a disability because of the disability. Protection provided under the ADA encompasses all facets of employment including access to training and career development. Definitions Disability = individual has a physical or mental impairment that substantially limits one or more major life activities, has a record of impairment or is regarded by others as impaired. Impairments include not only limitations to major life activities but also general conditions controlled by medications i.e., epilepsy, depression, etc. Qualified individual with a disability = a person who can perform the essential functions of the job with or without an accommodation. Page 7 of 14

8 Major Life Activity = are basic activities the average person in the general population can perform with little or no difficulty, including: caring for one's self, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning and working. Substantial Limitation = an impairment is a disability only if it substantially limits a major life activity. The nature and severity of the impairment, its duration, and its permanent or long-term impact are factors to be considered in determining whether a disability is substantially limiting. Essential function = primary job duty that a qualified individual must be able to perform with or without an accommodation. A function may be considered essential because it is required in a job or because it is highly specialized. Reasonable accommodation = modifying or adjusting a job application process, a work environment or the circumstances under which a job is usually performed to enable a qualified individual with a disability to be considered for the job. Examples of reasonable accommodations include: readers, ramps, altering physical facilities such as doors, drinking fountains, counters, providing alternate formats and devices, etc. Managing accommodations The supervisor should consider the following factors when managing accommodations: The employee s needs and desires; The employee s abilities and limitations in performing a specific job; The nature of the business and the job; The employer s resources and options; and The extent of the hardship on the employing unit. Identifying a reasonable accommodation is an interactive process that includes: Identifying barriers for performance of essential job functions; Identifying possible accommodations; Assessing the reasonableness of the accommodation to what extent is the employer responsible? What is the hardship to the employer? Choosing the most appropriate accommodation. Page 8 of 14

9 NOTE: Accommodations are not exclusive to individuals with physical or mental disabilities. The First Amendment of the Constitution guarantees religious freedom and Title VII prohibits discrimination in all aspects of employment when an individual chooses to exercise that Constitutional right. Religion is defined broadly in Title VII to include religious observances, practices and sincerely held beliefs. Employers must accommodate employee's religious needs, unless accommodation would cause an undue hardship. Examples of religious accommodations involve: Leave = Permitting employees to take time off work for religious holidays or other Religious observances. Dress and Appearance = Religious needs include dress and appearance i.e., hijab usage. Vietnam Era Veterans Readjustment Act, 1974 What is prohibited Discrimination against qualified Vietnam disabled veterans, recently separated and other protected veterans. The Act requires employers doing business with the Federal Government to take affirmative action to employ and advance in employment, Vietnam era, and special disabled, recently separated, and other protected veterans. Definitions - Vietnam Era Veteran - a veteran, of the U.S. military, ground, naval, or air service, any part of whose service during the period of August 15, 1964 through May 7, 1975, who (a) served on active duty for a period of more than 180 days and discharged or released with other than a dishonorable discharge, or (b) was discharged or released from active duty by service connected disability. (Service in the Republic of Vietnam between February 28, 1961 and May 7, 1975 also covered.) Special Disabled Veteran - a veteran who served on active duty in the U.S. military, ground, naval, or air service who was discharged or released from active duty because of a service connected disability. Recently Separated Veteran - a veteran who served on active duty in the U.S. military, ground, naval, or air service during the one year period beginning on the date of such veteran's discharge or release from active duty. Page 9 of 14

10 Other Protected Veteran - any other veteran who served on active duty in the U.S. military, ground, naval or air service during a war or in a campaign or expedition for which a campaign badge has been authorized. Pregnancy Discrimination Act, 1978 What is prohibited Discrimination on the basis of pregnancy, childbirth or related conditions. What it requires Employers to treat pregnancy the same as any other temporary disability. Employers to provide access to medical benefits and sick leave. Bottom line: It is illegal to refuse to hire, to fire, to force a woman to leave work (constructive discharge) or to stop the accrual of seniority because she is pregnant/gave birth to a child. Immigration Reform and Control Act (IRCA), 1986 and amended 1990 What is prohibited Discrimination against individuals who are not citizens but who are authorized to work in the U.S. on the basis of national origin or citizenship. Discrimination takes the form of exclusion due to "accent," place of birth of "foreign look." What it requires Employers must verify employee s eligibility to work in the U.S. within three days of hiring. An I-9 form must be completed verifying (a) identity and (b) right to work in the U.S. Employment determinations to be based upon valid business related reason rather than national origin or citizenship. Employer will be liable only for "knowing and intentional discrimination" or for a "pattern or practice" of intentional discrimination. Family and Medical Leave Act What it requires Upon meeting eligibility and medical requirements, employees are entitled to 12 weeks of unpaid, job protected leave for: Page 10 of 14

11 the birth/adoption/foster care placement of a child, serious health condition of self or serious health condition of an immediate family member. What Supervisors Need to Know About Discrimination Uniform Guidelines on Employee Selection Procedures, 1978 Purpose This is a procedural document that covers all aspects of the selection process, including recruiting, testing, interviewing and performance appraisals. It assists employers in complying with federal regulations against discriminatory actions. It enables the employer to review all selection procedures to establish if there is an adverse impact on the hiring of any race, gender of ethnic group. Adverse impact is when the selection rate for a protected group is less than 80% of the rate for the group with the highest selection rate. Ohio Revised Code Section Purpose - The Ohio Revised Code Section prohibits discrimination based upon race, color, religion, sex, national origin, handicap, age or ancestry. This section also provides for individual supervisor liability for violations of the Code. Employer Liability for Discrimination The employer is liable for discriminatory acts that lead to adverse employment actions. Relief may be monetary and may require reinstatement or other equitable remedies. Employer Liability for Harassment The employer is strictly liable for harassment where an adverse employment action results. Burlington Industries, Inc. V. Ellerth. The employer may have affirmative defense to harassment where: Page 11 of 14

12 The employer exercises reasonable care to prevent harassment, establishes an effective procedure for reporting harassment and acts promptly upon complaints, AND The employee unreasonably fails to use the employer s complaint procedure. Supervisor s Responsibilities Prevention Be familiar with the laws and university policies related to discrimination. Establish clear standards of behavior and conduct. Communicate and post the University s non-discrimination policy and sexual harassment policy and procedures on a regular basis. Provide training opportunities for staff and student employees to increase awareness. Management of Complaints Take every complaint seriously. If you receive a discrimination complaint, contact your unit's Human Resource Professional and/or Consulting Services. If you receive a sexual harassment complaint, refer the case to the Unit's designated Investigator or contact Consulting Services. Implementing Investigatory Findings Upon notification of the results of the investigation, you must: Follow appropriate university policies i.e., sexual harassment, discrimination, etc. Consider and balance the nature of the behavior or conduct with the appropriate level of corrective action. Review past practices and disciplinary decisions to ensure consistency of application. Talk privately with the person to discuss implementation of the recommendations. Explain the impact of the behavior on the receiving party. Depending upon the finding, notify employee that further incidents of that nature will not be tolerated. State the disciplinary consequences if the behavior continues to occur. Do not tolerate any discrimination or harassment, however inconsequential it seems to you or others. Document your discussion and follow-up with the employee. Be factual and objective in your documentation, as your notes constitute public record. Page 12 of 14

13 Inconclusive Cases There will be instances where the result of the investigation is inconclusive or there is insufficient evidence to make a finding. In such cases you should: Review inconclusive findings with both parties. Provide educational tools to ensure that the perceived behavior does not re-occur i.e.; issue a copy of the sexual harassment policy and/or non-discrimination policy and procedures. Conduct random follow-ups to ensure that there are no further concerns. Consider implementing a program of yearly training to ensure employee compliance. Warning Signals and Considerations for Supervisors Is the employee a member of a protected class? Are you applying policies and procedures consistently to all regardless of protected status? If applying a new practice, does it have a disparate impact upon a class of individuals in a protected class? In interviews, job applications or reference checks have you asked about a person s disability? When writing a job description, does it accurately reflect the actual functions of the job? Is it outdated? Are you treating similarly situated employees in protected groups differently? Why? Have you taken a tangible employment action that can be connected to a protected leave? Have you considered providing religious or disability connected accommodations to those that have requested it? Do you manage all employees performance regardless of protected status? Do you apply discipline consistently for similar offenses? Page 13 of 14

14 Resources for Supervisors Office of Human Resources Consulting Services Office of Academic Affairs (for faculty issues) Office of Legal Affairs Kimberly Shumate To request a training session on sexual harassment call Organization and Human Resource Development For a complete listing of OSU Human Resources policies and materials such as the Guide to Effective Searches, etc. see: Related workshops: Can t We All Get Along? Managing Conflict in the Workplace Understanding the Corrective Action Process Understanding Family and Medical Leave Introduction to Sexual Harassment Americans with Disabilities Act: Keys to Access Page 14 of 14

THE GEORGIA NON-PROFIT AND LAWS PREVENTING DISCRIMINATION IN EMPLOYMENT

THE GEORGIA NON-PROFIT AND LAWS PREVENTING DISCRIMINATION IN EMPLOYMENT THE GEORGIA NON-PROFIT AND LAWS PREVENTING DISCRIMINATION IN EMPLOYMENT By: Benjamin D. Briggs Anna C. Curry TROUTMAN SANDERS LLP 600 Peachtree Street NE Bank of America Plaza, Suite 5200 Atlanta, Georgia

More information

EEO 101 The Basic Theories of Employment Discrimination

EEO 101 The Basic Theories of Employment Discrimination EEO 101 The Basic Theories of Employment Discrimination An overview of the anti-discrimination statutes enforced by the EEOC An introduction to the theories under which claims of discrimination can be

More information

THE LAW. Equal Employment Opportunity is

THE LAW. Equal Employment Opportunity is Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private

More information

STATE OF DELAWARE Office of Management and Budget, Human Resource Management

STATE OF DELAWARE Office of Management and Budget, Human Resource Management STATE OF DELAWARE Office of Management and Budget, Human Resource Management Guidelines on Equal Employment Opportunity (EEO) and Affirmative Action (AA) Introduction These guidelines are written to help

More information

Revised 18 January 2013. The University of Texas at Austin University Compliance Services

Revised 18 January 2013. The University of Texas at Austin University Compliance Services The University of Texas at Austin University Hello and welcome. This portion of the Compliance Program will introduce you to the topic of Employment Discrimination, and the University's policies and procedures

More information

THE LAW. Equal Employment Opportunity is

THE LAW. Equal Employment Opportunity is Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private

More information

EQUAL EMPLOYMENT OPPORTUNITY POLICY

EQUAL EMPLOYMENT OPPORTUNITY POLICY Section 1, Page 1 Contents: Policy Coverage Veterans Office of State Human Resources Responsibilities Agency, Department and University Responsibilities Complaint Process Definitions Policy The State of

More information

WELCOME. EEO Laws That Impact Small Businesses. Michelle Crew. By Michelle Crew, Settlement Officer U.S. Equal Employment Opportunity Commission

WELCOME. EEO Laws That Impact Small Businesses. Michelle Crew. By Michelle Crew, Settlement Officer U.S. Equal Employment Opportunity Commission WELCOME To the Advanced CBA ReadyTalk Webinar Training Equal Employment Opportunity Commission January 9, 2007 11:00 a.m. 12:00 p.m. Eastern Standard Time Please: Check Browser for plug-ins Un-plug PDAs

More information

NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE

NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE I. POLICY a. Protected Categories The State of New Jersey is committed to providing every State employee and prospective State employee

More information

1. How many children do you have? This question is inappropriate for two reasons.

1. How many children do you have? This question is inappropriate for two reasons. Interview Questions: Legal or Illegal? Can you ask if an employee has been arrested? If they have a high school diploma? What organizations they belong to? Employment application forms and pre-employment

More information

Do you know your ABCs? An Alphabetical Primer on Employment Law

Do you know your ABCs? An Alphabetical Primer on Employment Law A Legal Newsletter for Employers & Human Resource Professionals By: L. Diane Tindall, Mary M. Williams and J. Kellam Warren Attorneys-at-Law Our Business Is Law. WYRICK ROBBINS YATES & PONTON LLP Issue

More information

GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE

GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE ANDREW M. CUOMO Governor HELEN DIANE FOSTER Commissioner GUIDANCE ON SEXUAL HARASSMENT FOR ALL EMPLOYERS IN NEW YORK STATE STATUTORY REQUIREMENTS Sex discrimination is unlawful pursuant to the New York

More information

Roane State Community College. Affirmative Action Plan For Protected Veterans

Roane State Community College. Affirmative Action Plan For Protected Veterans Roane State Community College Affirmative Action Plan For Protected Veterans 2015 1 TABLE OF CONTENTS SECTION PAGE Definitions 3 A. Policy Statement 4 B. Review of Personnel Processes 6 C. Review of Physical

More information

Regulations of Florida A&M University. 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures.

Regulations of Florida A&M University. 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures. Regulations of Florida A&M University 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures. (1) It is the policy of Florida A & M University that each member of the University

More information

Elizabeth Grossman United States Equal Employment Opportunity Commission Regional Attorney, New York District Office

Elizabeth Grossman United States Equal Employment Opportunity Commission Regional Attorney, New York District Office Elizabeth Grossman United States Equal Employment Opportunity Commission Regional Attorney, New York District Office Age Discrimination In Employment Act of 1967 (ADEA) Protects individuals who are 40

More information

CENTRAL VIRGINIA LEGAL AID SOCIETY, INC.

CENTRAL VIRGINIA LEGAL AID SOCIETY, INC. CENTRAL VIRGINIA LEGAL AID SOCIETY, INC. 1000 Preston Ave, Suite B 101 W Broad, Ste 101 2006 Wakefield Street Charlottesville, VA 22903 Richmond, VA 23241 Petersburg, VA 23805 434-296-8851 (Voice) 804-648-1012

More information

XXI. EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION

XXI. EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION XXI. EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION A. POLICY AURA is committed to the full development of the human resources that support our mission. We strive to create and maintain a work environment

More information

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Basic Leave Entitlement FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees

More information

The Coca-Cola Company

The Coca-Cola Company The Coca-Cola Company EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION POLICY STATEMENT 1.0 Policy Statement and Purpose The Coca-Cola Company is an Equal Opportunity Employer and maintains a work environment

More information

Equal Employment Opportunity (EEO) Laws and Texas Tech Policies prohibiting employment discrimination, including sexual harassment.

Equal Employment Opportunity (EEO) Laws and Texas Tech Policies prohibiting employment discrimination, including sexual harassment. TABLE OF CONTENTS Page EEO Laws and TTU Policies 3 Equal Employment Opportunity (EEO) Laws and Texas Tech Policies prohibiting employment discrimination, including sexual harassment. Training for Texas

More information

The faculty of BGSU reaffirms that the following are an accepted part of their responsibilities as teacher-scholars:

The faculty of BGSU reaffirms that the following are an accepted part of their responsibilities as teacher-scholars: Page 1 of 7 SECTION E: ETHICAL RESPONSIBILITIES Faculty members shall follow professional ethical standards in conducting the affairs of the University. These standards are articulated in the Statement

More information

EMPLOYMENT LAW SUMMARY

EMPLOYMENT LAW SUMMARY EMPLOYMENT LAW SUMMARY Federal and State Laws Christina M. Rogers-Spang crogers-spang@rawle.com 856.797.8926 Pennsylvania, New Jersey and New York www.rawle.com PHILADELPHIA HARRISBURG PITTSBURGH NEW YORK

More information

Fair Employment Practices

Fair Employment Practices In the GE Community Fair Employment Practices (Policy 20.2) Issued: October 2000 Supersedes: April 1993 GE is committed to fair employment practices, including the prohibition against all forms of illegal

More information

What you need to know about. Massachusetts Transgender Rights Law

What you need to know about. Massachusetts Transgender Rights Law What you need to know about Massachusetts Transgender Rights Law October 2013 On November 23, 2011, Governor Deval Patrick signed into law H3810, An Act Relative to Gender Identity. This law adds gender

More information

Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act Training

Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act Training INSTALLATION MANAGEMENT COMMAND Updated Dec 09 Notification and Federal Employee Antidiscrimination and Retaliation (No FEAR) Act Training Our Mission: Our mission is to provide the Army the installation

More information

Mifflinburg Bank and Trust Company Application for Employment

Mifflinburg Bank and Trust Company Application for Employment Mifflinburg Bank and Trust Company Application for Employment Date Equal access to programs, services and employment is available to all persons. Those applicants requiring reasonable accommodation to

More information

Employment Law Disclosures

Employment Law Disclosures Employment Law Disclosures This document summarizes various federal and state employment law notifications that are required to be made to employees and/or applicants for employment. Federal Equal Employment

More information

Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private

More information

AFFIRMATIVE ACTION PLAN

AFFIRMATIVE ACTION PLAN AFFIRMATIVE ACTION PLAN FOR VETERANS AND INDIVIDUALS WITH DISABILITIES University of Virginia College at Wise January 1, 2014 through December 31, 2014 Darlene Scott Scurry Director, Office of Equal Opportunity

More information

4014.2. PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment

4014.2. PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment PERSONNEL All Staff Permanent Personnel Conditions of Employment Equal Employment Opportunity/Anti-Harassment 4014.2 It is the policy of the Clintonville Public School District that no person may be illegally

More information

Anti-discrimination Laws: Utah

Anti-discrimination Laws: Utah CHRISTINA M. JEPSON, PARSONS, BEHLE & LATIMER, WITH PRACTICAL LAW LABOR & EMPLOYMENT A Q&A guide to state anti-discrimination law for private employers in Utah. This Q&A addresses Utah laws prohibiting

More information

The Federal EEO Process

The Federal EEO Process The Federal EEO Process LULAC National Convention and Exposition Cincinnati, Ohio June 27- July 2, 2011 Overview of EEO Laws Identifying Discrimination 1 Laws Enforced by the EEOC Title VII of the Civil

More information

STATE OF MARYLAND JUDICIARY Policy on Equal Employment Opportunity and Harassment

STATE OF MARYLAND JUDICIARY Policy on Equal Employment Opportunity and Harassment Effective date of issue: September 2011 Page 1 of 10 STATE OF MARYLAND JUDICIARY I. PURPOSE The purpose of this policy is to ensure compliance with all applicable federal, state, and local laws and regulations

More information

Voluntary Form of Equal Employment Opportunity Plan

Voluntary Form of Equal Employment Opportunity Plan Voluntary Form of Equal Employment Opportunity Plan Approved by the Board of Directors On August 26, 2015 1 TAMC Voluntary Equal Employment Opportunity Plan The Transportation Agency for Monterey County

More information

Equal Employment Opportunity is THE LAW

Equal Employment Opportunity is THE LAW Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations Applicants to and employees of most private

More information

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS

More information

A Manager s Guide to Reasonable Accommodation

A Manager s Guide to Reasonable Accommodation A Manager s Guide to Reasonable Accommodation This guide is the responsibility of the Public Service Agency Province of British Columbia TABLE OF CONTENTS INTRODUCTION...2 KEY CONCEPTS...3 A. The Concept

More information

ARTICLE I: GENERAL ADMINISTRATION

ARTICLE I: GENERAL ADMINISTRATION ARTICLE I: GENERAL ADMINISTRATION Table of Contents 5-1.1 Personnel Policies-Goals 5-1.2 Equal Employment Opportunity/Sexual Harassment 5-1.3 Board-Staff Communications 5-1.4 Definitions 5-1.5 Personnel

More information

NEW COLLEGE OF FLORIDA REGULATIONS MANUAL. Chapter 3 Administrative Affairs

NEW COLLEGE OF FLORIDA REGULATIONS MANUAL. Chapter 3 Administrative Affairs 3-4018 Discrimination/ Harassment NEW COLLEGE OF FLORIDA The College shall actively promote a community in which diversity is valued. The College is committed to promoting an environment free from discrimination

More information

APPLICATION FOR EMPLOYMENT Superior Plumbing Services, Inc.

APPLICATION FOR EMPLOYMENT Superior Plumbing Services, Inc. APPLICATION FOR EMPLOYMENT Superior Plumbing Services, Inc. 3991 Royal Drive, Kennesaw, GA 30144 Ph 770-422- 7586 * Fax 770-795- 9319 hr@superiorplumbing.com Last Name: First Name: MI: Street or Mailing

More information

THE CITY OF SAN DIEGO M E M O R A N D U M. All City Employees, Elected Officials, Contract Workers and Volunteers

THE CITY OF SAN DIEGO M E M O R A N D U M. All City Employees, Elected Officials, Contract Workers and Volunteers THE CITY OF SAN DIEGO M E M O R A N D U M DATE: TO: FROM: SUBJECT: All City Employees, Elected Officials, Contract Workers and Volunteers Kevin Faulconer, Mayor Jan Goldsmith, City Attorney Judy von Kalinowski,

More information

Caregiver Discrimination. by Patti J. Skoglund

Caregiver Discrimination. by Patti J. Skoglund : by Patti J. Skoglund pskoglund@jlolaw.com 8519 Eagle Point Boulevard, Suite 100 Lake Elmo, Minnesota 55042-8624 (651) 290-6500 EMPLOYMENT LAW WHAT S NEW? I. FAMILY RESPONSIBILITY DISCRIMINATION FRD New

More information

ADMINISTRATIVE INSTRUCTION

ADMINISTRATIVE INSTRUCTION Director of Administration and Management ADMINISTRATIVE INSTRUCTION SUBJECT: Equal Employment Opportunity (EEO) and Diversity Programs References: See Enclosure 1 NUMBER 31 August 19, 2013 EEOD, WHS 1.

More information

COUNTY OF RIVERSIDE, CALIFORNIA BOARD OF SUPERVISORS POLICY. Policy Subject: Number Page. HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3

COUNTY OF RIVERSIDE, CALIFORNIA BOARD OF SUPERVISORS POLICY. Policy Subject: Number Page. HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 HARASSMENT POLICY AND COMPLAINT PROCEDURE C-25 1 of 3 PURPOSE: The purpose of this policy is to establish a strong commitment to prohibit and to prevent unlawful harassment in employment, and to set forth

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will

More information

SUMMARY OF KEY PROVISIONS UNDER FEDERAL, STATE, and CITY EEO LAWS

SUMMARY OF KEY PROVISIONS UNDER FEDERAL, STATE, and CITY EEO LAWS SUMMARY OF KEY PROVISIONS UNDER FEDERAL, STATE, and CITY EEO LAWS I. PROTECTED CATEGORIES Protected Classes 42 USC 2000e-2(a)-(c) Prohibits discrimination based on race, color, religion, sex or national

More information

Prosecuting Attorneys Council of Georgia

Prosecuting Attorneys Council of Georgia 1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and

More information

CITY OF CHESAPEAKE, VIRGINIA NUMBER: 2.09 (20.5) ADMINISTRATIVE REGULATION EFFECTIVE DATE: 12/15/04

CITY OF CHESAPEAKE, VIRGINIA NUMBER: 2.09 (20.5) ADMINISTRATIVE REGULATION EFFECTIVE DATE: 12/15/04 CITY OF CHESAPEAKE, VIRGINIA NUMBER: 2.09 (20.5) Page 1 of 1 ADMINISTRATIVE REGULATION EFFECTIVE DATE: 12/15/04 SUBJECT: DEPARTMENT OF HUMAN RESOURCES SUPERCEDES: 1/19/96 EQUAL EMPLOYMENT OPPORTUNITY POLICY

More information

Last Name First M.I. Date. Street Address Apartment/Unit # License Number: License Expiration Date:

Last Name First M.I. Date. Street Address Apartment/Unit # License Number: License Expiration Date: Employment Application Please note: The information you enter on this form cannot be saved. After completing this form, print and provide an original signature before submitting it as application for a

More information

(g) the Employment Equality (Sexual Orientation) Regulations 2003,

(g) the Employment Equality (Sexual Orientation) Regulations 2003, Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the

More information

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION THE EEOC S LAWS and UNLAWFUL DISCRIMINATION Presented by Eddie Mary Daniel Abdulhaqq Program Analyst/Small Business Liaison U.S. EQUAL EMPLOYMENT OPPORTUNITY

More information

AFFIRMATIVE ACTION PROGRAM

AFFIRMATIVE ACTION PROGRAM CAL POLY POMONA FOUNDATION, INC. AFFIRMATIVE ACTION PROGRAM AFFIRMATIVE ACTION PLAN AN EQUAL OPPORTUNITY EMPLOYER Last Revision February 2012 INTRODUCTION As an equal opportunity, affirmative action employer,

More information

Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952

Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 Town of Salisbury 5 Beach Road Salisbury, Massachusetts 01952 This policy is applicable to all employees of the Town of Salisbury. For those employees covered by Collective Bargaining Agreements, the provisions

More information

SEXUAL HARASSMENT. Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016

SEXUAL HARASSMENT. Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016 SEXUAL HARASSMENT Taylor s Special Care Services, Inc. Simon Pop, MBA Chief Operating Officer 2015-2016 1 Agenda Overview-Why talk about sexual harassment? Why get training? Statistics What is sexual harassment?

More information

Employment At-Will and Employment Law Litigation

Employment At-Will and Employment Law Litigation Employment At-Will and Employment Law Litigation Tara L. Sohlman 900 Jackson Street, Suite 100 Dallas, TX 75202 Email: tara.sohlman@cooperscully.com Phone: 214-712-9563 2016 This paper and/or presentation

More information

WELCOME TO TEXAS! (http://www.capitol.state.tx.us/statutes/docs/la/content/htm/la.002.00.000021.00.htm) prohibits

WELCOME TO TEXAS! (http://www.capitol.state.tx.us/statutes/docs/la/content/htm/la.002.00.000021.00.htm) prohibits WELCOME TO TEXAS! The Texas Commission on Human Rights Act (TCHRA) (http://www.capitol.state.tx.us/statutes/docs/la/content/htm/la.002.00.000021.00.htm) prohibits discrimination in employment on the basis

More information

SUL ROSS STATE UNIVERSITY A Member of the Texas State University System

SUL ROSS STATE UNIVERSITY A Member of the Texas State University System RETURN TO WORK POLICY APM 5.12 (Revised 5/2012) It is the policy of Sul Ross State University to provide a return to work program as the means to return employees to meaningful, productive employment following

More information

TABLE OF CONTENTS. A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3

TABLE OF CONTENTS. A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3 TABLE OF CONTENTS A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3 B. Review of Personnel Processes 41 C.F.R. 60-741.44(b);-250.6(b). 4 C. Physical and Mental Qualifications 41 C.F.R.

More information

U.S. Equal Employment Opportunity Commission. Elaine McArthur Outreach and Training Manager

U.S. Equal Employment Opportunity Commission. Elaine McArthur Outreach and Training Manager U.S. Equal Employment Opportunity Commission Elaine McArthur Outreach and Training Manager November 14, 2013 U.S. Equal Employment Opportunity Commission www.eeoc.gov The EEOC is the key civil rights agency

More information

EQUAL OPPORTUNITY STATEMENT

EQUAL OPPORTUNITY STATEMENT EQUAL OPPORTUNITY STATEMENT In accordance with federal and state laws listed here and referenced below (Age Discrimination Act of 1975; Age Discrimination in Employment Act of 1967; Civil Rights Act of

More information

Employment Application. Tennessee College of Applied Technology

Employment Application. Tennessee College of Applied Technology Page 1 of 8 Employment Application Tennessee College of Applied Technology Position Applying For: Personal Information: First Name: Middle Name: Last Name: Maiden Name (If applicable): Address: City: State

More information

4118.11 4218.11. Personnel - Certified/Non-Certified NON-DISCRIMINATION

4118.11 4218.11. Personnel - Certified/Non-Certified NON-DISCRIMINATION 4118.11 4218.11 Personnel - Certified/Non-Certified NON-DISCRIMINATION The Board of Education will not make employment decisions (including decisions related to hiring, assignment, compensation, promotion,

More information

SECTION VII WORKPLACE LAW

SECTION VII WORKPLACE LAW SECTION VII WORKPLACE LAW [For a more detailed discussion of workplace legal topics, see the Ohio State Bar Association s legal handbook for citizens, The Law & You, Part 11.] This chapter will examine

More information

Legal Issues Overview

Legal Issues Overview Legal Issues Overview When in the least bit of doubt, consult with an attorney who specializes in employment law! You and your organization can be sued for your actions as an HR manager! Protected Class:

More information

A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT. www.chrc-ccdp.ca

A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT. www.chrc-ccdp.ca A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT www.chrc-ccdp.ca March 2007 HOW TO REACH THE CANADIAN HUMAN RIGHTS COMMISSION If you need more information or would like to order other publications, please

More information

Wendy Musell Stewart & Musell, LLP

Wendy Musell Stewart & Musell, LLP Wendy Musell Stewart & Musell, LLP In 2011, the federal government is the Nation's largest employer with about 2.0 million civilian employees. 600,000 employees approximately in the US Postal Service Laws

More information

STATE OF VERMONT OFFICE OF THE ATTORNEY GENERAL CIVIL RIGHTS UNIT EMPLOYMENT DISCRIMINATION QUESTIONNAIRE

STATE OF VERMONT OFFICE OF THE ATTORNEY GENERAL CIVIL RIGHTS UNIT EMPLOYMENT DISCRIMINATION QUESTIONNAIRE STATE OF VERMONT OFFICE OF THE ATTORNEY GENERAL CIVIL RIGHTS UNIT EMPLOYMENT DISCRIMINATION QUESTIONNAIRE Does your complaint involve employment? If your answer is NO, the Attorney General's Office Civil

More information

Moreover, sexual harassment is a violation of federal, state and county fair employment laws.

Moreover, sexual harassment is a violation of federal, state and county fair employment laws. Sexual harassment interferes with a productive working environment, interjects irrelevant considerations into personnel decisions and generally demeans employees who are victims of harassment. Moreover,

More information

QUESTIONS TO ASK AND NOT TO ASK DURING THE INTERVIEW

QUESTIONS TO ASK AND NOT TO ASK DURING THE INTERVIEW QUESTIONS TO ASK AND NOT TO ASK DURING THE INTERVIEW Please review the following information and questions to help you to develop the appropriate interview questions. ADDRESS Applicant's address and length

More information

2.2.2 Policy Prohibiting Discrimination and Harassment The University of San Diego is committed to upholding standards that promote respect and human

2.2.2 Policy Prohibiting Discrimination and Harassment The University of San Diego is committed to upholding standards that promote respect and human 2.2.2 Policy Prohibiting Discrimination and Harassment The University of San Diego is committed to upholding standards that promote respect and human dignity in an environment that fosters academic excellence

More information

WELCOME TO NEW YORK! The NEW YORK HUMAN RIGHTS LAW ( NYHRL ) (http://www.nysdhr.com/hrlaw.html)

WELCOME TO NEW YORK! The NEW YORK HUMAN RIGHTS LAW ( NYHRL ) (http://www.nysdhr.com/hrlaw.html) WELCOME TO NEW YORK! The NEW YORK HUMAN RIGHTS LAW ( NYHRL ) (http://www.nysdhr.com/hrlaw.html) prohibits discrimination in employment on the basis of sex. Women can bring the following claims under the

More information

EQUAL EMPLOYMENT OPPORTUNITY (EEO) LAWS AND TTUHSC POLICIES PROHIBITING EMPLOYMENT DISCRIMINATION INCLUDING SEXUAL HARASSMENT

EQUAL EMPLOYMENT OPPORTUNITY (EEO) LAWS AND TTUHSC POLICIES PROHIBITING EMPLOYMENT DISCRIMINATION INCLUDING SEXUAL HARASSMENT EQUAL EMPLOYMENT OPPORTUNITY (EEO) LAWS AND TTUHSC POLICIES PROHIBITING EMPLOYMENT DISCRIMINATION INCLUDING SEXUAL HARASSMENT Training for Texas Tech University Health Sciences Center (TTUHSC) employees

More information

At-will employment is a fundamental principal of US employment:

At-will employment is a fundamental principal of US employment: At-will employment is a fundamental principal of US employment: Most US employees are employed at-will meaning that an employee can leave his or her employment at any time without notice, for any reason

More information

EMPLOYMENT DISCRIMINATION Get The Facts

EMPLOYMENT DISCRIMINATION Get The Facts Tom Horne Arizona Attorney General Always remain alert and prepared to protect you and your family Arizona Attorney General s Office 1275 West Washington Street Phoenix, Arizona 85007 602.542.5025 400

More information

EQUAL EMPLOYMENT OPPORTUNITY PLAN POLICIES AND PROCEDURES KERN COUNTY PERSONNEL DEPARTMENT

EQUAL EMPLOYMENT OPPORTUNITY PLAN POLICIES AND PROCEDURES KERN COUNTY PERSONNEL DEPARTMENT EQUAL EMPLOYMENT OPPORTUNITY PLAN POLICIES AND PROCEDURES KERN COUNTY PERSONNEL DEPARTMENT APPROVED BY KERN COUNTY BOARD OF SUPERVISORS April 14, 2015 RESOLUTION WHEREAS: (a) Equal opportunity for all

More information

Non-Discrimination and Anti-Harassment Policy OP 03.03

Non-Discrimination and Anti-Harassment Policy OP 03.03 Non-Discrimination and Anti-Harassment Policy OP 03.03 Policy Mississippi State University is committed to assuring that the University and its programs are free from discrimination and harassment based

More information

FEDERAL LAW AND EMPLOYMENT POLICIES. UWGB Office of Human Resources

FEDERAL LAW AND EMPLOYMENT POLICIES. UWGB Office of Human Resources FEDERAL LAW AND EMPLOYMENT POLICIES UWGB Office of Human Resources Presentation Topics Affirmative Action Equal Employment Opportunity Americans with Disabilities Act Sexual Harassment Diversity Affirmative

More information

Source: The U.S. Equal Employment Opportunity Commission

Source: The U.S. Equal Employment Opportunity Commission Summary: Age Discrimination Guidelines Source: The U.S. Equal Employment Opportunity Commission The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older

More information

WISCONSIN EMPLOYMENT LAW

WISCONSIN EMPLOYMENT LAW WISCONSIN EMPLOYMENT LAW An Employer's Guide to Legal Proceedings SKINNER AND ASSOCIATES LAW OFFICES Welcome Thank you for considering Skinner and Associates to represent your interests. Your satisfaction

More information

General Information and Instructions Civil Rights Division Questionnaire and Complaint

General Information and Instructions Civil Rights Division Questionnaire and Complaint General Information and Instructions Civil Rights Division Questionnaire and Complaint A. What We Investigate We investigate allegations of employment discrimination or retaliation and any supporting substantial

More information

2013 Employment Law Update: What are the Courts Saying? Anthony M. Hohn Davenport, Evans, Hurwitz & Smith, LLP

2013 Employment Law Update: What are the Courts Saying? Anthony M. Hohn Davenport, Evans, Hurwitz & Smith, LLP 2013 Employment Law Update: What are the Courts Saying? Anthony M. Hohn Davenport, Evans, Hurwitz & Smith, LLP Road Map I. What is Title VII? II. Litigation and Enforcement Trends III. Significant Case

More information

An Overview of Federal and State Laws That Affect Employment

An Overview of Federal and State Laws That Affect Employment An Overview of Federal and State Laws That Affect Employment Organizations are increasingly evaluating managers and supervisors on their ability to maintain effective employee relations. This is not surprising

More information

Protecting Your Non-Profit From Employment Law Traps. Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions

Protecting Your Non-Profit From Employment Law Traps. Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions Protecting Your Non-Profit From Employment Law Traps Attorney ilesh P. Patel Mahadev Law Group, LLC Human Resources & Employment Law Solutions www.mahalawgroup.com npp@mahalawgroup.com 877-210-2499 Speaker

More information

EQUAL OPPORTUNITIES & DIVERSITY POLICY

EQUAL OPPORTUNITIES & DIVERSITY POLICY 1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects

More information

Anti-discrimination Laws: North Carolina

Anti-discrimination Laws: North Carolina View the online version at http://us.practicallaw.com/w-000-2332 Anti-discrimination Laws: North Carolina J. TRAVIS HOCKADAY, SMITH, ANDERSON, BLOUNT, DORSETT, MITCHELL & JERNIGAN, LLP, WITH PRACTICAL

More information

Sexual Harassment Awareness

Sexual Harassment Awareness Sexual Harassment Awareness Orientation: This week s on-line assignment is about sexual harassment in the school and the workplace. We are discussing this subject because sexual harassment is an illegal

More information

Introduction. Pre-employment inquiries: You can respect human rights in hiring. What you can do What you can ask

Introduction. Pre-employment inquiries: You can respect human rights in hiring. What you can do What you can ask Introduction Pre-employment inquiries: You can respect human rights in hiring What you can do What you can ask Guidelines for employers on pre-employment inquiries and The Human Rights Code (Manitoba)

More information

August 2007 Education and Membership Development Department

August 2007 Education and Membership Development Department August 2007 Education and Membership Development Department Table of Contents Title VII of the Civil Rights Act of 1964 3 What is Sexual Harassment? 3 4 How Can Sexual Harassment Occur? 4 5 When is an

More information

OSOS BUSINESS RULES AND DEFINITIONS REFERENCE GUIDE

OSOS BUSINESS RULES AND DEFINITIONS REFERENCE GUIDE POLICIES RELATED TO JOB ORDERS Federal minimum wage - The Federal minimum wage is $7.25 per hour with health insurance benefits provided by employer and received by employee; minimum wage is $8.25 per

More information

PHILADELPHIA POLICE DEPARTMENT DIRECTIVE 8.7

PHILADELPHIA POLICE DEPARTMENT DIRECTIVE 8.7 PHILADELPHIA POLICE DEPARTMENT DIRECTIVE 8.7 Issued Date: 10-21-11 Effective Date: 10-21-11 Updated Date: SUBJECT: EQUAL EMPLOYMENT COMPLAINT PROCEDURES 1. POLICY A. The Philadelphia Police Department

More information

FARMINGTON PUBLIC SCHOOLS 4118

FARMINGTON PUBLIC SCHOOLS 4118 FARMINGTON PUBLIC SCHOOLS 4118 Personnel Non-Discrimination (Personnel) The Board of Education will not make employment decisions (including decisions related to hiring, assignment, compensation, promotion,

More information

Federal and State Employment Laws. HUMAN RESOURCE CONSULTANT Michele Arseneau, PHR

Federal and State Employment Laws. HUMAN RESOURCE CONSULTANT Michele Arseneau, PHR Federal and State Employment Laws HUMAN RESOURCE CONSULTANT Michele Arseneau, PHR Liability The L Word Employers are paying large $$$ due to charges such as: Wrongful Termination Discrimination Retaliation

More information

CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE

CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles has been, and will continue to be, to promote and

More information

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.

More information

Sam Houston State University A Member of The Texas State University System

Sam Houston State University A Member of The Texas State University System Finance & Operations Human Resources Policy ER-7 Discrimination and Equal Employment Opportunity (EEO) SUBJECT: PURPOSE: POLICY: Discrimination and Equal Employment Opportunity (EEO) To provide an educational

More information

GUIDE TO FILING A CLAIM WITH THE U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) WWW.FEDATTORNEY.COM or Call (202) 787-1900

GUIDE TO FILING A CLAIM WITH THE U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) WWW.FEDATTORNEY.COM or Call (202) 787-1900 GUIDE TO FILING A CLAIM WITH THE U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC) Washington, DC Office 1800 K Street NW, Suite 1030 Washington, D.C. 20006 To schedule a consultation, call (202) 787-1900

More information

BERKELEY COLLEGE Equal Opportunity Policy

BERKELEY COLLEGE Equal Opportunity Policy BERKELEY COLLEGE Equal Opportunity Policy Purpose Recognizing that its diversity greatly enhances the workplace and opportunities for learning, Berkeley is firmly committed to providing all associates,

More information

APPLICATION FOR EMPLOYMENT

APPLICATION FOR EMPLOYMENT Main Branch Golden Heart Branch Chena Pump Branch Van Horn Branch Tok Junction 119 N. Cushman St. 1989 Airport Way 470 Chena Pump Road 975 Van Horn Road Mile 1314 AK HWY Fairbanks, AK 99701 Fairbanks,

More information

APPENDIX C. HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative)

APPENDIX C. HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) APPENDIX C HARASSMENT, BULLYING, DISCRIMINATION, AND HATE CRIMES (Adaptedfrom the Attorney General's Safe Schools initiative) This section of the Code of Conduct has been adapted from the Greenfield Public

More information

SEXUAL ORIENTATION. Summary of the law on

SEXUAL ORIENTATION. Summary of the law on Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality

More information