While many New York residents may believe that pregnancy in the workplace is no longer an issue for many expecting workers, pregnancy discrimination still often occurs in workplaces across the nation. In fact, some of the largest companies and corporations systematically discriminate against pregnant employees by refusing pay increases, passing them over for promotions or even terminating them.
Those who have bullied at work have several options for how they want to handle the situation. In some cases, a New York worker may choose to just ignore the situation and hope that a harasser stops his or her behavior. However, if ignoring the situation doesn't work, it is important to know how to take action. As a general rule, someone who feels unsafe at work will want to discuss the situation with the employer.
Age discrimination in the workplace is illegal under both the state laws of New York and federal law. Despite these laws, age discrimination continues to be a pervasive problem. People who are older than age 40 regularly experience discrimination because of their age.
Women in New York and throughout the U.S. are challenging pregnancy discrimination practices of their employers. Two AT&T employees have filed a lawsuit against the major telecom alleging pregnancy discrimination. Due to attendance policies, the two employees were reprimanded and subsequently fired for missing work.
People with disabilities in New York frequently face difficulties landing a job. The rate of unemployment among people with disabilities reaches as high as 70 percent. Among those with jobs, their pay on average falls below their co-workers. Full-time workers with disabilities earn about $1,000 less every month than their able-bodied colleagues.
The Age Discrimination in Employment Act is meant to protect workers in New York from workplace discrimination because of their age. Companies can employ tactics, however, that appear to result in age discrimination. Investigations of IBM by ProPublica and Mother Jones have revealed that approximately 60 percent of job cuts by the company involved people over age 40. This reflected the job losses of about 20,000 people during a five-year period.
Title VII of the 1964 Civil Rights Act forbids most employers in New York from treating workers differently based on their gender, race or national origin. However, some companies still find ways to violate Title VII, and it's often difficult to file a lawsuit for discrimination. For instance, the time it takes to resolve such a case could mean delayed justice for a worker.
LGBTQ employees in New York may want to know more about the latest developments in federal circuit courts regarding cases involving workplace discrimination. Recent rulings and appeals have indicated that employers cannot discriminate based on sexual orientation and gender identity. In one ruling, the 6th U.S. Circuit Court of Appeals found in favor of a transgender employee who was terminated after she revealed to her employer that she was transitioning.
According to a Pew Research survey, 48 percent of women say they work for companies that have more women than men. Approximately 18 percent say that there are more men than women in their workplace, and that imbalance may lead to gender discrimination. Women who say that there are more men where they work report having trouble getting ahead at work or being treated fairly.
On Feb. 26, a New York federal appeals court ruled that federal law forbids employers from discriminating against workers based on their sexual orientation. It is the second federal court to hand down such a ruling.