Millions of Americans across the nation spend their days working in risky environments. Many workers push their physical limits every day, lifting, pushing, pulling, crouching, and crawling. Some are exposed to dangerous fumes, sharp objects, extreme heights, and harsh elements. Even in seemingly safe environments, employees can still be at risk of getting hurt. Even worse is that employees can put themselves at risk of not receiving appropriate compensation for their work-related injuries or illnesses.
In an ideal world, there would be no issues regarding compensation for work. You would go to work when you are supposed to, and in exchange, your employer would pay you your agreed-upon wage when he or she was supposed to do so. Unfortunately, due to problems of budgetary mismanagement on employers' parts, some workers have found that getting paid is not quite that simple. That is why it is important for all employees to understand their rights when it comes to issues like furloughs and reductions in pay. It is important to note that if you are a member of a labor union, you may have additional contractual rights in addition to the rights discussed here.
One of the major frontiers in the fight for equality for people of all sexual orientations has been the battle for marriage equality. The United States Supreme Court has now finally ruled that same-sex couples have the same marriage rights nationwide as their opposite-sex counterparts. Unfortunately, this is far from the end of the fight. Discrimination based on sexual orientation is still extremely common in the workplace, and in much of the country it is still completely legal.
Religion plays a fundamental role in many people's lives. For some, practicing religion is a much more active process than just attending services. Some religions require adherents to wear specific clothing, for example. This can create issues when a religious person seeks out employment, because those of a mind to discriminate based on religious beliefs can easily identify followers of certain religions based on that clothing. Fortunately, there are laws preventing this and a recent United States Supreme Court decision has reaffirmed these protections against religious discrimination.
In the current economy, the hiring process and salary negotiations are already slanted toward employers and against employees. This makes a new trend among employers to require potential hires to provide previous W-2 forms – sometimes years' worth of them – particularly worrying. But is it illegal?
If you're headed into work this weekend instead of hanging around a barbecue, waiting for the fireworks to start, you're probably already a little annoyed. If you're not getting paid extra for it, you might even upgrade annoyed to downright mad. In this week's roundup, we look at expert advice on determining whether you're likely to get paid more for working holidays – plus, insight on goal-setting and how to redeem a job interview, once it starts going horribly wrong.
Whistleblowers are a vital part of our society. Without them, corruption and unfair and unsafe practices would continue unabated. These brave men and women have differing legal protections based upon what they blow the whistle on, whom they blow the whistle on, and where they live. One law that protects some is the Whistleblower Protection Act, which was supplemented in 2012 by the Whistleblower Protections Enhancement Act.
How do employers get away with paying a protected class of employee less than other workers, despite laws that make it illegal? By allowing each staff member to negotiate his or her own salary, and then discouraging employees from sharing salary information. This discouragement interferes with your ability to prove discrimination. Fortunately, you have rights.
Sometimes employment discrimination is obvious; for example, a particularly bigoted manager or supervisor may use racial slurs or explicitly admit to discriminatory intent. Those cases are rare, however. More often than not it is much harder to prove employment discrimination because employers who want to discriminate have become quite good at hiding their intentions. One trick these employers use is using coded language in their job postings. They list job qualifications that are a pretext for eliminating certain job candidates. This is particularly common when it comes to age discrimination.
Most people have heard of discrimination based on race, sex, age, and disability. However, you may not have ever heard of genetic information discrimination unless you have been a victim of this sort of illegal employment practice or know someone who has.