Suchergebnisse

Looks at the US federal Age Discrimination in Employment (ADEA) and gives statistics to suggest that more and more workers fall under the umbrella of this act. Gives a brief summary of its history before providing two case studies as examples. Concludes that the ussue remains prevalent and will probably increase as workers are getting older on average. Gives a brief technique for employer protection.

Provides a strategy for avoiding discrimination through education. Covers areas such as treating all fairly and equally, the hiring process, disciplinary action and training needs. Provides case law as examples. Covers particularly sexual and age discrimination. Suggests that training and awareness appear to be the key to compliance with national guidelines and highlights the need to document such work.

Considers the discrimination in various areas of the restaurant industry, looking first at the discrimination of the customer. Covers areas of race, sexual orientation and people with disabilities, citing case law as examples in each. Continues by covering the employees in relation to race, sex, gender and pregnancy. Outlines discrimination in advertising and suggests that education is the key to improvement.

Introduces the concept of diversity training, which educates a workforce about differences between employees. Provides a framework within whcih this training can be introduced. Looks at the outside agencies which can assist and compares training from different employers. Concludes by looking at different methods of training delivery before suggesting that this is an area many employers have a need to develop.

States that the increased number of women in medicine has led to the subject of harassment growing as an issue. Discusses the current prevalence of cases providing a number of statistics. Looks at the reason for these statistics and highlights the consequences should these not be addressed. Suggests that a direct, progressive, multidisciplinary approach is needed to label and address each problem and outlines some steps already taken by some organizations.

Provides a brief history of employment law in relation to sexual orientation discrimination. Outlines current legislation before considering the case of the military. Provides examples of conflicting application of law in different states. Considers the problems of those who suffer from AIDS. Concludes that legal protection is unlikely whilst public perception remains against such lifestyles and pressure from religious and moral leaders remains strong.

Discusses the definition of disability in law. Provides case studies to show the different "stakes" for the employer and the employee in determining what exactly is a "disability". Looks in turn at HIV, pregnancy, civil rights, health insurance plans and the outcomes of recent litigation.

Cites marital status as an area of discrimination which is more complex than most. Looks at the changing place of women in the workplace before comparing the position of married couples in law. Gives case laws as examples of different relationships between individuals within a company. Concludes that there is still much inequity in such situations.

Provides some figures on the state of sexual harassment in society before suggesting that US society lags far behind on the issue with particular reference to public schools. Considers in turn reason why this may be the case, covering arguments such as biological, society, media and home environment. Suggests that many areas responsible for this position are absolving themselves of responsibility and that society has a moral obligation to end this situation.

Looks at the definition of psychiatric disability under the Americans with Disabilities Act and the principle of reasonable accommodation. Outlines selected types of reasonable accommodation in turn. Reviews actual reported litigated cases for a fuller understanding. Concludes that this is a very fertile area for litigation and employers need to make sure that all possibilities are explored in order to avoid such claims.

Focuses on the unreasonable hardships that organizations encounter due to the interpretation of the Americans with Disabilities act by government officials. Covers the issues of the hearing impaired, wheelchair access, wheelchair ramp requirements and pre‐employment questioning restrictions in turn with associated case law. Concludes that the act contains a number of ambiguous phrases and does not take into account the monetary burden placed on the organization.

Outlines the principle of retaliatory discrimination. Covers the essential elements of such a claim and the ways they can be proven. Gives details of the new Equal Opportunity Commission guidelines and proceeds to discuss the concerns of employers, such as the burden of proof, the juror's sympathy and the associated costs of legal proceedings.

Outlines the eligibility criteria within the California Family Rights Act, before considering the rights to which eligible individuals are entitled. Suggests that employers must keep themselves informed regarding eligibility and what constitutes a serious health condition. Concludes that failure to do so could result in an employee seeking civil action with unlimited compensatory damages for emotional injury and punitive damages.