When federal employees in New York face discrimination in the workplace, they may turn to the Equal Employment Opportunity Commission to pursue a complaint about the mistreatment. The EEOC is a federal agency that deals with issues related to employment discrimination. It has the power to issue orders providing relief to victims of discrimination in both the federal government and private corporations. There are several types of remedies that the EEOC can order for a government worker found to be subjected to disparate treatment discrimination on the job.
Federal law prohibits discrimination in New York workplaces based on characteristics like sex, race, national origin, disability and religion. The federal agency that oversees and enforces these laws is the Equal Employment Opportunity Commission, better known as the EEOC. In recent years, some individuals and organizations have begun to question the effectiveness of the EEOC in protecting the rights of workers.
Workers in New York and around the country typically strive to follow an employer's rules about workplace conduct. When an employee fails to follow the rules, employers are allowed to appropriately discipline the worker. However, there are circumstances in which a worker who is a member of a protected class may be able to take action against an employer for selectively enforcing rules in a way that could be discriminatory.
Some New York gamers may have heard about a class action lawsuit brought against Riot Games in November 2018. On Aug. 23, the company released a statement along with the plaintiffs saying they had reached a settlement without going to trial. Riot Games said it felt like it had a strong case but that it was best for the company and its employees to move past the issue.
The Family Medical Leave Act gives many employees in New York the right to take time off work to provide care for family members. However, the regulations put out by the Department of Labor give only a little direction regarding what the term "care" actually means. The DOL acknowledges that it includes psychological as well as physical care and covers situations where the family member cannot handle basic hygienic, nutritional or medical needs.
New York employees who report discrimination and harassment in the workplace are not supposed to face retaliation afterwards. Furthermore, employers have an obligation to pursue these complaints in a fair manner. However, this does not always happen even in organizations like the Coast Guard.
Despite the passage of civil rights laws and advances in social justice over the years, many workers in New York continue to suffer from discrimination on the job. There are multiple different protected classes under the law. For example, it is unlawful for employers to discriminate against workers based on race, national origin, sex, religion, disability or genetic information. Sex discrimination can also include sexual orientation, gender identity or pregnancy discrimination.
Employers in New York state and throughout the country are generally prohibited from making hiring decisions based on gender or age. However, a lawsuit filed by the former in-house attorney for Nokia accuses the tech giant of age and gender discrimination. The plaintiff claims that she was treated differently than male employees while seeking a promotion.
While New York has strong job discrimination protections in place for LGBTQ employees, many other states don't offer such protections. However, that could change thanks to three cases headed to the U.S. Supreme Court in October. In advance of those cases, over 200 American corporations have joined an amicus, or friend of the court, brief in support of a federal anti-discrimination law protecting lesbian, gay, bisexual and transgender workers.
A lawsuit has been filed against New York news station NY1 by five female employees of the company. The suit claims that NY1 has made employment decisions that represent systemic age and gender discrimination. An attorney for the women says that he hopes to hold the company accountable for its actions and put a stop to discrimination against women in the media. According to a spokesperson for the company that owns NY1, the claims have no merit.