Both the federal and New York
State employment discrimination laws prohibit discrimination or retaliation against an individual who:
Not exact matches
There is currently no nation - wide
law to protect gender and sexual minorities from
employment discrimination in the private sector or under
state employment.
In Arkansas, the
state government went as far as passing a
law to prevent local governments from passing separate
laws to prohibit
employment discrimination based on sexual orientation and gender orientation according to US News & World Report.
Rosa Aliberti Rosa has worked on diverse labor and
employment law matters, including wage and hour cases; workplace investigations; severance,
employment, and non-compete agreements; has drafted and responded to
discrimination complaints before government agencies, including the U.S. EEOC and NYS Division of Human Rights; and, has assisted in federal and
state court litigations.
Democratic
state Sen. Brad Hoylman has sent a letter to North Carolina lawmakers urging them to overturn a controversial new
law that overrides local ordinances outlawing wage,
employment and accommodation
discrimination.
During his time at the Pride Agenda he has been actively involved with the passage of dozens of
laws, ordinances, regulations and Executive Orders on the
state and local level affecting New York's LGBT community, including statewide measures like: the Sexual Orientation Non-
Discrimination Act; the Hate Crimes Act of 2000; making the
state's 9/11 relief inclusive of same - sex couples; guaranteeing domestic partners hospital visitation, legal authority over a loved one's bodily remains, access to Family Court and medical decision making authority; prohibiting
discrimination on the basis of gender identity and expression in
state employment; and securing over $ 50 million of funding for LGBT health and human services.
Few activists were mollified by ESPA's statement that a new directive from Governor Andrew Cuomo — interpreting existing
state human rights
law's sex
discrimination and disability
discrimination protections to cover transgender New Yorkers — amounted to «securing the Pride Agenda's top remaining policy priority, protecting transgender New Yorkers from
discrimination in housing,
employment, credit, education, and public accommodations.»
It is the policy of Wake Forest Baptist Medical Center to administer all educational and
employment activities without
discrimination because of race, sex, age, religion, national origin, disability, sexual orientation or veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all local,
state, or national
laws, executive orders, regulations, and guidelines.
As an Affirmative Action and Equal Opportunity Employer, Wake Forest Baptist Medical Center and its affiliates administer all educational and
employment activities without
discrimination or based on any protected characteristics such as race, sex, age, religion, national origin, disability, sexual orientation, gender identity or Veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all local,
state, national
laws, Executive Order 11246, Executive Order 13496, the Vietnam Era Veterans» Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4214 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 7903), regulations, and guidelines.
Participants will gain an understanding of the latest developments in
state and federal
law on complex issues, such as: Transgender Students: issues related to student dress code, the right to participate in school activities and events, access to school facilities such as locker rooms and restrooms; School Climate: the obligation to proactively address school climate and promote a school climate accepting of all students, regardless of sexual orientation; Religious Issues: the rights of students and staff to express moral and religious views regarding sexual orientation and identity both during school and outside of school;
Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and Discrimination Issues: the rights and obligations to address issues of employment discrimination and re
Employment Issues: the implications of recent developments regarding same sex marriage and the rights of same sex couples to access employee benefits; and
Discrimination Issues: the rights and obligations to address issues of employment discrimination an
Discrimination Issues: the rights and obligations to address issues of
employment discrimination and re
employment discrimination an
discrimination and retaliation.
Staff rights under
state and federal
law related to tenure, seniority, evaluation, staff discipline, collective bargaining, and
employment discrimination;
Providing a general
law practice for a specialized clientele, Harben, Hartley & Hawkins meets all of the legal needs of school districts including: fair dismissal personnel issues, allegations of
employment discrimination and EEOC complaints, other personnel disputes, student discipline issues, student tribunal hearings, civil rights claims, personal injury actions, federal and
state constitutional claims and other litigation, special education and other legal issues involving disabled students, contracts, leases and other business needs, policy and rule development, construction disputes, bond and SPLOST issues and other financial matters.
We comply with all federal,
state, and local (City of Dallas and Dallas County)
laws and policies regarding
employment practices and
discrimination.
State and federal
employment laws bar
discrimination based on religion and the school does not ask any information about religion when hiring staff or enrolling students.
In May 2014, after exhausting the procedures of the U.S. Equal
Employment Opportunities (EEO) Commission, Ms. I filed suit in federal court, alleging racial
discrimination under Title VII of the EEO Act and various claims under the Constitution and
state law.
• School Expansion, Growth & Strategic Planning •
State and Federal
Employment Law • School Board and Nonprofit Governance • Administrative
Law & Appeals of
State and Federal Agency Decisions and Actions • Special Investigations & Legal / Compliance Audits • Policy Guidance and Development • Constitutional Challenges and Claims • School Employee and School Board Training • Litigation in Federal and
State Courts • Administrative Hearings and Appeals Before
State and Federal Agencies • Public Entity Purchasing and Procurement; Business Transactions; & Contract Negotiation, Review and Drafting • Construction
Law, AIA Construction Contracts, Review and Drafting • Real Estate Transactions and Condemnation • Special Education under IDEA and Section 504 • Student Rights & Discipline Issues and Hearings •
State and Federal Claims of
Discrimination •
State and Federal Civil Rights • Administrative Grievances and Hearings • False Claims Act / Qui Tam Defense for Local Government Entities
In addition to training teachers, administrators, and other school leaders on issues such as tenure, special education,
employment discrimination, employee whistleblowing claims, student harassment and anti-bullying
law, ethics, governance, and student rights, Teresa has argued before the New Jersey Supreme Court, has substantial experience in federal and state courts, and has tried numerous disputes to conclusion in the New Jersey Office of Administrative L
law, ethics, governance, and student rights, Teresa has argued before the New Jersey Supreme Court, has substantial experience in federal and
state courts, and has tried numerous disputes to conclusion in the New Jersey Office of Administrative
LawLaw.
Mr. Lopez has defended numerous school districts, charter schools, other governmental entities and private employers from claims under
state and federal constitutional claims, Title VII, the Age
Discrimination in
Employment Act, the Family Medical Leave Act, the Americans with Disabilities Act, the Texas Commission on Human Rights Act, workers» compensation retaliation, the Texas Whistleblower Act and
state law tort claims.
Lawmakers did agree to one change, reinstating the right to sue for
employment discrimination in
state court, but have retained the anti-LGBTQ bathroom provisions that have spurred lawsuits from transgender residents, the ACLU of N.C. and the U.S. Department of Justice, which Tuesday asked a federal judge to block the
law's implementation in the
state.
It is the U.S. Department of Transportation's policy to prohibit
employment discrimination and interference or retaliation when protected disclosures are made, as
stated in the whistleblower protection
laws.
As the District of Columbia Circuit Court of Appeals in Emporium Capwell
stated, the standard for trade unions should be the very highest one; «on the issue of whether to tolerate racial
discrimination in
employment... the
law does not give the union an option to tolerate some racial
discrimination, but declares that all racial
discrimination in
employment is illegal.»
Seattle Area Feline Rescue prohibits
discrimination against its employees, volunteers, applicants for
employment, and customers or other business associates on the basis of a person's race, religion, creed, color, sex, age, marital status, national origin, citizenship status, mental or physical disability, sexual orientation, gender expression or identity, military or veteran status, any other characteristic protected by federal and applicable
state laws.
In compliance with Title IX of the Education Amendments of 1972, Title VI and VII of the Civil Rights Act of 1964, and Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act, as amended, the Age
Discrimination Act of 1975 and applicable federal,
state, and local
laws, and our institutional values, The Cooper Union does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, national or ethnic origin, military status, marital status, partnership status, familial status or any other legally protected characteristic, in admissions, financial aid, or
employment practices, or in the administration of any Cooper Union educational program or activity, including athletics.
He has over 32 years of experience as a litigation attorney in the
State of Connecticut, with an established practice for over 27 years in the City of Hartford, handling matters involving personal injury, automobile accidents, medical malpractice, wrongful death, workers» compensation,
employment discrimination, wrongful termination, civil rights violations, social security disability, criminal
law, contract disputes, divorce and family
law.
Discrimination based on several types of personal characteristics, such as age (40 years of age and older), race, religion, national origin, medical condition, disability or gender are illegal under both federal (Title VII of the Civil Rights Act) and
state law (Fair
Employment and Housing Act).
Federal and New York
State Law prohibit religious
discrimination in all aspects of
employment including hiring, firing, pay, assignments, promotions, layoff, training, benefits, and any other term or condition of
employment.
The New York
State Human Rights
Law prohibits
discrimination in
employment based upon an individual's record of conviction or arrest.
She also represented private sector employees in a wide variety of
employment law matters such as wage and hour claims, unemployment compensation, and
discrimination cases in
state and federal court.
She has extensive experience with federal and
state court litigation, particularly in the areas of
employment law — including
discrimination, harassment, retaliation, wage and hour and leaves of absence.
She has litigated cases involving Title VII of the Civil Rights Act, the Age
Discrimination in Employment Act, the Americans with Disabilities Act, the Employee Retirement Income Security Act, the Fair Labor Standards Act, the National Labor Relations Act, the Family and Medical Leave Act, various state discrimination statutes, and common law and tort claims, such as retaliatory discharge, defamation, and breach of co
Discrimination in
Employment Act, the Americans with Disabilities Act, the Employee Retirement Income Security Act, the Fair Labor Standards Act, the National Labor Relations Act, the Family and Medical Leave Act, various
state discrimination statutes, and common law and tort claims, such as retaliatory discharge, defamation, and breach of co
discrimination statutes, and common
law and tort claims, such as retaliatory discharge, defamation, and breach of contract claims.
Jonathan also concentrates on and advises US and multinational corporations and executives in all aspects of
employment law, including drafting and negotiating
employment and separation agreements, corporate restructurings and reductions in force,
employment advice related to corporate transactions, internal corporate investigations, handbooks and policy manuals, sexual harassment and other sensitivity training, protecting against employee raiding and theft of confidential information, and compliance with all federal,
state, and local
discrimination laws.
A
law firm located in Birmingham, Alabama, King Simmons, PC is dedicated to helping people and their family members all over Alabama and the Southeastern United
States who have been the victims of wrongful death, personal injury, fraudulent practices, wrongful
employment termination,
discrimination, and harassment.
As part of her practice in
employment and labor, civil rights, and directors and officers (D&O) liability, Tina has successfully represented many clients in claims brought under federal, state, and local laws governing fair - employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and d
employment and labor, civil rights, and directors and officers (D&O) liability, Tina has successfully represented many clients in claims brought under federal,
state, and local
laws governing fair -
employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and d
employment practices, including Title VII, the Americans with Disabilities Act (ADA), Age
Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, a
Discrimination in
Employment Act (ADEA), Family and Medical Leave Act (FMLA), employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and d
Employment Act (ADEA), Family and Medical Leave Act (FMLA),
employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and d
employment discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, a
discrimination, sexual harassment, wrongful discharge, breach of contract, negligent hiring, and defamation.
Most of these types of
discrimination are prohibited both by federal and
state employment laws.
He counsels clients on
employment issues dealing with contracts, discipline, promotions, terminations and workplace law issues, and has defended against employment discrimination suits before the New York State Division of Human Rights (DHR) and the U.S. Equal Employment Opportunity Commissi
employment issues dealing with contracts, discipline, promotions, terminations and workplace
law issues, and has defended against
employment discrimination suits before the New York State Division of Human Rights (DHR) and the U.S. Equal Employment Opportunity Commissi
employment discrimination suits before the New York
State Division of Human Rights (DHR) and the U.S. Equal
Employment Opportunity Commissi
Employment Opportunity Commission (EEOC).
His primary focus is in three areas: Dealing with labor unions — bargaining, grievances, arbitrations, and litigation;
Employment litigation —
discrimination, whistleblower, wage / hour, retaliation and other causes of action before federal and
state courts and administrative agencies; and human resources counseling — helping managers deal with day - to - day issues, training, compliance, policies and procedures, drafting ordinances, public records, and Sunshine
Law.
At Howard
Law, PC we are committed to defending all aspects of
discrimination in the workplace and upholding federal and
state employment, anti-
discrimination, and civil rights
laws.
Our Fort Lauderdale
employment law attorneys have defended businesses against charges of
discrimination and retaliation filed with the EEOC and Florida's
state and local agencies that investigate claims of
discrimination.
Our
employment law experience spans a variety of
employment issues including non-compete and non-solicitation agreements; harassment,
discrimination, and retaliation claims; wage and overtime disputes; worker's compensation and accommodation, and safety and audits by various
state and federal agencies.
Title VII
employment discrimination based on race, color, national origin, sex, age or religious affiliation, as well as
state and local
laws prohibiting
discrimination based on sexual orientation and gender identity
He also represents employers and employees on a range of
employment law matters, including
employment and non-competition agreements, drafting employee handbooks, counseling plaintiffs and defendants on
discrimination claims, and advising employers on compliance with the complex body of
state and federal
laws governing the modern workplace.
She routinely handles a wide variety of general outside counsel matters, including discipline and terminations;
discrimination, retaliation, and harassment issues; executive
employment agreements; issues with employees during mergers and acquisitions; commercial contracts; and advice to employers on compliance with federal,
state, and local
employment laws.
Julie focuses on
employment litigation, and regularly defends employers in judicial, arbitration, and administrative proceedings involving claims for
discrimination, harassment, wrongful termination, retaliation (including Sarbanes - Oxley whistleblower claims), defamation, invasion of privacy, violation of federal and
state leave
laws, and breach of contract.
If you or a loved one has been a victim of unlawful conduct on the job, such as sexual harassment, a wage and hour violation, or
discrimination, the knowledgeable Orange County
employment lawyers at Howard
Law can help you investigate the facts of your case, understand the applicable
state and federal
laws, and protect your interests throughout the legal process.
2017
Employment Law Seminar (1:40:59) Presented By Lawrence J. Casey, Gary M. Feldman, Tamsin R. Kaplan, Robert M. Kaitz and David M. Rogers Larry Casey, Gary Feldman, Tamsin Kaplan, Robert Kaitz, and Dave Rogers discuss some of the hot topics surrounding employment laws, including pay equality, workplace investigations and confidentiality, overtime laws, legalization of marijuana, social media and related policies, the new I - 9 Form, Trade Secrets Act of 2016, employee access to confidential company documents, EEOC guidance re: national origin discrimination enforcement under Title VII, and insights from the Massachusetts St
Employment Law Seminar (1:40:59) Presented By Lawrence J. Casey, Gary M. Feldman, Tamsin R. Kaplan, Robert M. Kaitz and David M. Rogers Larry Casey, Gary Feldman, Tamsin Kaplan, Robert Kaitz, and Dave Rogers discuss some of the hot topics surrounding
employment laws, including pay equality, workplace investigations and confidentiality, overtime laws, legalization of marijuana, social media and related policies, the new I - 9 Form, Trade Secrets Act of 2016, employee access to confidential company documents, EEOC guidance re: national origin discrimination enforcement under Title VII, and insights from the Massachusetts St
employment laws, including pay equality, workplace investigations and confidentiality, overtime
laws, legalization of marijuana, social media and related policies, the new I - 9 Form, Trade Secrets Act of 2016, employee access to confidential company documents, EEOC guidance re: national origin
discrimination enforcement under Title VII, and insights from the Massachusetts
State House.
These
state and local
laws also deal with a variety of
employment law issues, which include:
discrimination, harassment, leave, termination, employee benefits, and unemployment claims among many others.
Ms. Rudich concentrates her practice in complex litigation and class action matters, with a particular emphasis in representing employees in all aspects of
employment law, particularly sexual harassment, various issues of
discrimination, and cases involving violations of the Family and Medical Leave Act (FMLA), the Fair Labor Standards Act, and
state wage and hour statutes.
She has experience defending employers in all types of
employment litigation matters, including those brought under Title VII, the Americans with Disabilities Act, the Pregnancy
Discrimination Act, ADEA, FMLA, FLSA and all other federal,
state, and local
laws.
All in all, his
law firm has also been handling
employment issues, wage & hour related disputes, contract and a plethora of
discrimination cases in the said golden
state for some time now.
Ms. Hamilton has substantial experience defending against claims arising under the California Fair
Employment and Housing Act, the Age
Discrimination in
Employment Act, the California Labor Code, and
state, federal and local wage and hour
laws.