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October 2015 Archives

Ageism: A form of discrimination that will likely never die

If there is one thing that the recent recession has taught a lot of people, it is that no job is secure. And as we noted in a couple of posts late last month and early this month, many who found themselves in tough situations during those hard times were individuals in the older ranks of workers.

Suit seeks to expand EEOC ruling on sex orientation job bias

Earlier this summer, we observed that one of the next great battlegrounds over gay rights would focus on the workplace. As one post from July 9 noted, the advances that have been realized in the wake of the U.S. Supreme Court decision on gay marriage have not necessarily translated into employment.

Workplace sexual harassment programs, Part 2: Adverse effects?

We continue today with subject matter initially introduced in our October 14 blog post, namely, the unintended and adverse consequences visited upon female employees in workplaces having formal sexual harassment training programs.

Workplace sexual harassment training: a downside for women?

We noted in a blog post last week that state legislators have been decidedly fixated on the subject of gender-based pay disparity in California workplaces. Our October 8 entry discussed Senate Bill 358, new legislation just enacted into law by Gov. Jerry Brown that seeks to provide greater protections to workers bringing gender-based claims and make it harder for bad-faith employers to successfully defend against them.

California gender-based pay law amended in material way

Gender-based pay inequality in California might have been dealt a serious setback earlier this week when Gov. Jerry Brown signed Senate Bill 358. And it is possible that material change could rest heavily on the mere substitution of a couple new words for a single word that existed in a previous state labor law.

Probe underscores concern with wage-and-hour-law violations

California workers who are paid by the hour are of course cognizant of and thankful for a state labor law that takes their personal welfare into account when they work exceptionally long hours. That law mandates that they be paid 1.5 times their regular pay for every hour they toil that exceeds eight hours in one day or 40 hours in a week.

Older employees' rights at the workplace, Part 2

We noted in our immediately preceding blog post that workplace reality "often features discrimination in both subtle and blatant ways, with the brunt force of discriminatory practices and policies often being aimed at older workers" (please see our September 30 entry).