The Broadway play Urinetown’s theme has become a hashtag #freetopee for transgendered individuals seeking to use a public restroom

April 17, 2016 at 8:05 pm | Posted in discrimination, EEOC, Employee, Employer, Employment Law, harassment, Legal, LGBT, OSHA, retaliation | Leave a comment
Tags: , , , , , , , , , , , , ,

The issue of what bathroom a transgendered individual should use has become a hot topic for debate for public schools, for politicians, for businesses and for the LGBT community.

When you have a culture of respect, treating everyone with respect and dignity is the goal.  What steps have you taken as a business owner or as manager to help achieve that goal when an employee tells you they are taking steps to become the other gender, and how can you  help them with that as related to use of the company bathroom?  Be prepared as the EEOC is making the issue of “gender” something they plan to explore through litigation – do you really want to be on the other side of that lawsuit as compared to planning in advance for the day when an employee asks, “Can we talk in private?”

Of all of the government agencies, OSHA has provided guidance on the issue of creating gender neutral bathrooms:  https://www.osha.gov/Publications/OSHA3795.pdf

The EEOC has a webpage devoted to the issue of how it believes the LGBT community should be protected from discrimination:  https://www.eeoc.gov/eeoc/newsroom/wysk/enforcement_protections_lgbt_workers.cfm.

As of last month, the EEOC issued a Fact Sheet summarizing its litigation on LGBT issues:  https://www.eeoc.gov/eeoc/litigation/selected/lgbt_facts.cfm

Actual links to the policies above are provided at the bottom of this blog.

From Hultman Sensenig + Joshi: The above and this blurb is not legal advice, nor does reading this blog create any attorney client relationship between the reader and this law firm. Employers should be very aware of the impact this issues has on job seekers looking for a place that shares their values.  Creating or reviewing current policies in place regarding discrimination and harassment for the LGBT community, and determining how inclusive such policies are, may solidify a corporate culture based upon respect and help an employer avoid bad press and EEOC litigation in the future.  Discussing this issue with your team – and your employment counsel – is a good first step.

https://www.osha.gov/Publications/OSHA3795.pdf

https://www.eeoc.gov/eeoc/newsroom/wysk/enforcement_protections_lgbt_workers.cfm

https://www.eeoc.gov/eeoc/litigation/selected/lgbt_facts.cfm

 

 

 

 

 

Advertisements

EEOC shows its intent to protect farmworkers in the workplace

October 24, 2014 at 3:16 pm | Posted in Uncategorized | Leave a comment
Tags: , , , , , , , , , , , , ,

Directly from the EEOC website: http://www1.eeoc.gov/eeoc/newsroom/release/10-22-14.cfm

Federal Agency Charges County Fair Farm With Subjecting Female Farmworkers to Groping, Verbal Abuse, Solicitations for Sex

BOSTON — County Fair Farm, a farm and produce wholesaler located in Jefferson, Maine, violated federal law by creating and maintaining a sexually hostile work environment for female farmworkers since 2003, the U.S. Equal Employment Opportunity Commission (EEOC) announced in a lawsuit today.

The EEOC charged that female farmworkers were groped, repeatedly propositioned for sex and subjected to lewd comments about their bodies by their supervisors and male co-workers while working at County Fair Farm. The lawsuit alleges that female farm workers repeatedly complained to County Fair Farm about the harassment, but the employer failed to take any action to correct the hostile work environment. In one case, the EEOC said, a female farm worker was subject to increased harassment after she complained and was ultimately forced to leave her job.

Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits sex discrimination and prohibits employers from retaliating against employees who oppose it. The EEOC filed the lawsuit (EEOC v. County Fair Farms, 14-cv- 00415-GZS) in U.S. District Court for the District of Maine in Portland after first attempting to reach a pre-litigation settlement through its conciliation process. The lawsuit seeks monetary and injunctive relief.

The lawsuit, one of many similar suits filed by the agency in recent years on behalf of farmworkers, underscores the EEOC’s longstanding nationwide commitment to addressing the plight of these vulnerable workers, who are often reluctant or unable to exercise their rights under the equal employment laws.

Eliminating discriminatory policies affecting vulnerable workers who may be unaware of their rights under equal employment laws or reluctant or unable to exercise them is one of six national priorities identified by the EEOC’s Strategic Enforcement Plan (SEP). These policies can include disparate pay, job segregation, harassment and human trafficking. Preventing harassment through systemic enforcement and targeted outreach is another specific SEP priority. To learn more about the EEOC’s strategic plan and enforcement priorities, visit http://www.eeoc.gov/eeoc/plan/sep.cfm.

“Farmworkers are particularly vulnerable to discrimination and harassment,” said Robert D. Rose, regional attorney for the EEOC’s New York District Office. “They are entitled to the full protection of our laws, and the EEOC will vigorously enforce those laws when farmworkers are targets of abuse.”

Sara Smolik, trial attorney in the EEOC’s Boston office, added, “County Fair Farm has a responsibility to protect its workers, not tolerate harassment of them.”

For a select list of pending and resolved EEOC cases involving national origin discrimination and/or immigrant workers from 2005 to the present, see
http://www.eeoc.gov/eeoc/litigation/selected/national_origin_immigrant_workers.cfm.
For a select list of pending and resolved cases involving farmworkers from 1999 to the present, see http://www.eeoc.gov/eeoc/litigation/selected/farmworkers_august_2014.cfm.

The EEOC is responsible for enforcing federal laws against employment discrimination. The Boston Area Office’s jurisdiction includes Maine, New Hampshire, Vermont, Massachusetts, Connecticut and Rhode Island. Further information is available at http://www.eeoc.gov.

From the Sensenig Law Firm, P.A.

Employers in agriculture need to be aware that vigilance in monitoring what is happening in the fields, in the groves, in the packing sheds, in the slaughterhouses, in the canneries, MUST occur; to claim “too much area to monitor” will not be an excuse the EEOC, or private counsel, accepts.

Having policies in place, and possibly proper insurance, will provide agricultural employers with defenses and funds to respond to litigation. First and foremost, this is a wake-up call for agricultural employers to be more proactive as to their harassment, discrimination and anti-retaliation policies.

Create a free website or blog at WordPress.com.
Entries and comments feeds.