Many of our readers would probably assume that large corporations with retails stores throughout the country would have well-defined policies and procedures when it comes to prohibiting employment discrimination. This is usually a safe assumption, but what our readers may not know is that corporations can be held responsible for the behavior of their employees on the management level if those managers engage in discrimination.
Colorado has been the focus of many news reports in the last few weeks, as much has been made of the fact that marijuana is now available for purchase by consumers solely for recreational use. The legalization of this type of marijuana use was big news when it happened, but now that the actual implementation of the legalization effort has begun, there are many people who are wondering how marijuana use will impact the workforce in Colorado.
Most of our Colorado readers know that there are certain factors that an employer cannot take into consideration when deciding whether or not to hire a potential employee. Federal law prohibits employment discrimination based on factors such as race, gender or religious preference. But are employers learning the details of potential employees' lives through social media?
When a Colorado employee is facing discrimination in the workplace, oftentimes that discrimination is not apparent to other employees. In fact, some employees may be part of an employer's discriminatory practices and not even realize it, which could have been the scenario in one incident that ended with a $600,000 award for the victim of employment discrimination.
Many of our previous posts here have discussed the federal laws that prohibit employment discrimination based on a variety of factors. There are laws that protect both employees and potential employees from discrimination based on gender, race or a person's disability, among other factors. However, there currently is no law that prohibits employment discrimination that is based on a person's sexual orientation, even though thousands of companies throughout America have already implemented this type of ban in their employment policies. But, according to a recent report, the first steps have been taken to change federal law.
Many of our Colorado readers probably know that employers are obligated to provide a safe working environment for employees, as well as an environment that is free from discrimination. This means that appropriate measures should be taken to ensure that there is no physical danger to an employee's health and that illegal behavior, such as employment discrimination based on factors like race, nationality or gender, is unacceptable. But what happens when employees have an employer who they view as a bully?
Many of our Colorado readers probably saw the case of a Muslim woman who recently won an employment discrimination case against clothing retailer Abercrombie & Fitch. The case made national headlines and the results could go a long ways toward curbing discrimination based on religion in the workplace.
Much of the news concerning views on sexual orientation in the workplace is positive these days, as efforts to be more inclusive on many fronts includes those individuals who counts themselves among the gay and lesbian population. But, just as with every effort to curb employment discrimination, there are always going to be bumps in the road, and that was the case recently for the Colorado State Patrol.
Many of our Colorado readers have probably heard this much-discussed news topic: America has an obesity problem. Some even throw around the term "epidemic" to describe the issue. While there is no denying that there a certainly millions of Americans who battle with weight issues, there is constant debate on what causes the problem. Do Americans eat too much? Are our portions too big at meals? Are we unknowingly consuming foods with high caloric content? Or are there certain medications that make people gain weight? In one case, the latter is the claim, and now the issue has led to an employment discrimination lawsuit.
"Have you ever been convicted of a crime other than a speeding violation?" Many Colorado residents are familiar with this popular job application question, which usually pops up at the end of the form. For some people it is just another question to check the "no" box next to, but for many others it could signal the end of their hopes for gaining employment. Now, a recent report has detailed how the U.S. Equal Employment Opportunity Commission approaches these types of background check questions, and it really isn't good news for potential employees.