Sentences with phrase «adverse employment»

(2) «systematically» failing to provide employees with copies of their background checks prior to taking adverse employment action against them.

On - line activities can, indeed, have adverse employment consequences as many have discovered.

Additionally, discrimination may occur even if there is not a termination or other adverse employment action.

Rep. Steve Cohen, a Tennessee Democrat, introduced a bill last summer that would amend the Fair Credit Reporting Act to prohibit the use of consumer credit checks against employees «for the purposes of making adverse employment decisions.»

Workplace pregnancy discrimination is any type of adverse employment action against an employee or job candidate based upon the fact that the woman is pregnant.

At the national level, Democratic U.S. Rep. Steve Cohen of Tennessee introduced the Equal Employment for All Act, which would amend the FCRA by prohibiting the «use of consumer credit checks against prospective and current employees for the purposes of making adverse employment decisions.»

Courts now look at whether the behavior constitutes harassment under Title VII of the Civil Rights Act of 1964, then whether the plaintiff actually suffered adverse employment action, such as termination, demotion, undesirable reassignment, decrease in benefits, or failure to be promoted as a result of the supervisor's actions.

Only within a subset of sectors that use labour - intensive production methods - such as textiles, clothing and footwear - can relatively large adverse employment effects of growing competition from imports be seen.

This type of sexual orientation discrimination can take several forms, from adverse employment decisions (firings, demotions, denying promotions or raises) to outright harassment (joking or making inappropriate remarks regarding a person's sexual orientation).

The investigator will likely ask whether NFL cheerleaders facing possible adverse employment consequences merely if a player attempts to contact her creates worrisome possibilities for sexual exploitation and blackmail.

The Department for Business, Innovation and Skills has warned the living wage «does not consider any potential adverse employment effects and — despite its name — is unlikely to be a well - targeted poverty measure».

If you suffer adverse employment treatment due to your breastfeeding, or your employer does not provide you with a proper accommodation for feeding or pumping, you may have a legal case against your employer.

Discrimination cases involve claims under federal statutes that prohibit adverse employment actions against members of a protected -LSB-...]

Pregnancy discrimination perhaps most commonly involves adverse employment actions directly related to an employee's pregnancy or recent childbirth, such as refusing to hire a pregnant job applicant or terminating or demoting an employee who becomes pregnant.

Prepare and review proposed disciplinary and non-disciplinary adverse employment actions such as letters of suspensions, admonishments, reprimands, removals and performance improvement plans.

Fair Credit Reporting Act (FCRA) requirements concerning adverse employment action related to background information obtained — what you must give an applicant or employee before acting in that case.

If the employer repeatedly took adverse employment actions against women because of personal issues it may be possible to infer that gender and not the relationship was a motivating factor.

Employers have to be especially careful when making adverse employment decisions, such as firing or demoting, because such decisions could open the door for potential retaliation claims against the employer if the subject employee is a member of a «protected class.»

In this case, the lawsuit alleges that Capital One's authorization form is flawed and that Capital One failed to provide copies of the background reports when it used them to take adverse employment actions.

«Even using opponents» estimates of the adverse employment effects of a minimum - wage hike, low income workers as a whole end up considerably better off after the minimum wage is raised,» Gary Burtless, a Brookings fellow wrote in a blog post from December.

No director, officer, employee, or volunteer of the Rainforest Alliance who in good faith reports any action or suspected action taken by or within the Rainforest Alliance that he or she perceives to be illegal, fraudulent, or in violation of any adopted corporate policy shall suffer intimidation, harassment, discrimination or other retaliation or, in the case of employees, adverse employment consequences.

... Salk denies that Dr. Jones or Dr. Lundblad have suffered any harm or adverse employment action based on their gender.

The ADA is intended to require employers to provide equal opportunities to employees with disabilities by requiring them to provide reasonable accommodations to such employees, and by prohibiting them from taking any adverse employment action against such employees on the basis of their disability.

One is denying reasonable accommodation and the other is to discriminate against somebody by taking an adverse employment action against them because of their disability.

Targeted at lawyers, the article describes some «horror» stories of attorneys who revealed too much personal information on social networking sites such as Facebook, leading to adverse employment consequences (example: one associate at a top - tier law firm repeatedly complained on her Facebook page about how tired she was and her need for a vacation.

«An adverse employment action motivated by these factors clearly imposes upon a woman a burden that male employees need not — indeed, could not — suffer,» the opinion states.

When wrongful termination or workplace discrimination claims arise following the return to work, the employer must prove that the termination or adverse employment action (such as demotion) was the result of a non-related issue.

However, if you do experience any adverse employment action, please contact the attorneys at The Cochran Firm's Florida office.

We investigate whether the employer's stated reason for the adverse employment action (e.g. termination or demotion) was actually a pretext for illegal or discriminatory motive.

A claim of promissory estoppel does not share any elements of proof with a claim of race discrimination under the MHRA, the latter of which requires Plaintiff to show that: (1) he was a member of a protected group; (2) he was meeting the legitimate expectations of his employer; (3) he suffered an adverse employment action; and (4) similarly situated employees who were not members of the protected group were treated differently.

(1) he has a sincere religious belief, observance or practice that conflicts with an employment requirement; (2) he informed his employer of the conflict; and (3) the religious practice was the basis for the adverse employment decision.

Whistle blower protections prevent your employer from being able take any adverse employment action against you for reporting them, such as any attempts to directly fire you, to demote you, or to otherwise discriminate or harass you in efforts to terminate your employment for reporting your suspicions.

To make out a prima facie case of disability discrimination under the ADA or KCRA, a plaintiff must show that he or she is qualified, with or without reasonable accommodation, to perform the essential functions of the job in which he suffered an adverse employment action.

Taking an adverse employment action against a worker simply because of biased assumptions about family caregivers is no more appropriate than taking an adverse employment action against someone based on stereotypes about their race, gender, sexual orientation or religion.

Per the Equal Employment Opportunity Commission, «although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).»

The law also states that an employer who uses a credit report as part of an adverse employment decision must disclose the specific information used in that decision to the candidate or employee.

Making an Adverse Employment Decision Determine whether the criminal record or discrepancy in the background screening report will present an unacceptable business risk or impact the person's ability to meet the expectations of the job.

The FCRA requires that all background checks be conducted with consent and that in the case an adverse employment action occurring as a result of a background check, the applicant is entitled to certain notifications including a copy of the report.

Under that analysis, a plaintiff must show: (1) he engaged in protected activity; (2) his employer took an adverse employment action against him; and (3) a causal connection existed between the protected activity and the adverse action.

The district court continued its analysis by stating that if Schartle had established a prima facie case, the burden would have then shifted to the defendant to proffer a legitimate, non-discriminatory reason for the adverse employment action.