Unemployment is down and the job market is up, giving more opportunities to Minnesota applicants in the hiring process. For some, background checks can make the application process more challenging, especially if there are known issues related to a criminal history or bad credit. Fortunately, applicants do have rights when it comes to background checks and employment, and an increasing number of employers are failing to comply with federal background checking laws.
When starting a job, the last thing you are thinking about is how it will end. What will your rights be in the event that you suffer discrimination or wrongful termination? Before you sign a contract, remember that many employers will automatically include a “mandatory arbitration” clause in your agreement.
Recently the Equal Employment Opportunity Commission issued new guidelines to protect women against pregnancy discrimination (discussed here). Indeed, the EEOC reports that pregnancy discrimination cases are on the rise. The Supreme Court has now intervened and will be hearing a case involving a United Parcel Service (“UPS”) worker who was told to take unpaid leave after she requested a break from heavy lifting because of her pregnancy.
Over the course of the past year there have been important shifts in federal and state law regarding employment. For both employers and employees, these changes can have a significant impact on workplace policies, employee rights and empolyer liability. Here is a summary of some employment law developments and trends for 2015:
Throughout Minnesota, servers, bartenders, and other tip-reliant workers continue to endure sexual harassment and advances for the sake of their income. According to a new report titled, “The Glass Floor: Sexual Harassment in the Restaurant Industry,” a study found restaurant workers reporting high levels of harassing behaviors from restaurant management (66%), co-workers (80%), and customers (78%).
Classifying employees as independent contractors rather than employees can give employers a significant advantage. In addition to avoiding certain responsibilities, such as workers’ compensation, health insurance, and providing other employee benefits, employers can also escape other legal liabilities.
Scroll through postings for tech jobs and you will see desired traits such as “recent college graduate” or “new graduates.” While at first glance, these employers are simply targeting entry level employees, the unfortunate reality is a discriminatory practice common in the tech industry. After recent determinations by the EEOC that such postings are unlawful, the industry-wide problem of age discrimination is no longer being ignored.
Every pregnancy discrimination case is unique and should be reviewed by an experienced employment lawyer. If you believe you have suffered from pregnancy discrimination, our attorneys want to hear from you.
What are employee rights to medical marijuana use and what does the new law mean for compliance under the Minnesota Drug and Alcohol Testing in the Workplace Act (DATWA)?
Victims of sexual harassment usually don’t need to be told when the line was crossed. Flirting is not unusual in the workplace but can become harassing behavior when it develops into behavior that is unwelcome, has a negative impact on an employee’s performance or creates a hostile work environment. When workplace banter shifts to sexual harassment, victims may feel bullied, abused and pressured by fellow employees or a supervisor.