— Discrimination Category Archives — Page 4 of 9 — Dallas Employment Lawyer Blog Published by Dallas, Texas Employment Lawyers

Implicit Bias in the Workplace – Just Because it isn’t Blatant, Does Not Mean it isn’t There

September 11, 2020 | Rob Wiley, P.C.

If the events of the past few months have shown us anything, it’s that Black Lives Matter, words matter, and actions must have consequences. Both spoken and in writing, the language we use has the power to inspire, unite, offend, and divide. Sometimes, the use of seemingly harmless words, or the absence of words altogether, can have an everlasting impact.

This week, I gave an hour-long presentation to HR personnel about the negative impacts of implicit bias in the workplace and how to spot and eliminate such bias. Even so, I’d be remiss to believe that implicit bias will no longer exist simply because I spoke to a group of folks for about an hour.

What to Expect During Your Initial Consultation

August 31, 2020 | Deontae Wherry

The biggest step is usually the first step. I am glad that you have taken the first step by scheduling an initial consultation to discuss your employment case. If you have not scheduled an initial consultation, I hope you do it soon.

Many of my clients have never had to meet with an employment attorney, so my goal is to make each client feel as comfortable as possible when meeting with me. You should not be scared about having to meet with an employment attorney. I can assure you, you have likely made the right decision.

Employer Requests for Medical Information and Employer Confidentiality Requirements

August 17, 2020 | Austin Campbell

In recent decades, employers have become increasingly interested in their employees’ private lives. One question that comes up often is the extent to which employers can look into and use their employees’ medical information. The COVID-19 pandemic has only made these sorts of inquiries more common, so it is important that you as an employee understand your legal rights and responsibilities.

For starters, the default rule is that your employer cannot ask you about medical conditions or demand medical documentation for just any reason. According to the Americans with Disabilities Act (and specifically, 42 U.S.C. § 12112(d)) your employer can ask about medical conditions (including disabilities) or ask you to undergo a medical exam only if doing so is “job-related and consistent with business necessity.” What does that mean? Generally, your employer must reasonably believe that you have a health condition that impairs your ability to do your job or that poses a direct threat of harm to others. It is entitled only to information on those things. However, this does mean that you employer can ask for a doctor’s note for things like going out on and returning from sick leave.

Settlement and Severance Agreements: My employer is giving me money in exchange for my soul

August 10, 2020 | Rob Wiley, P.C.

Perhaps you resigned or were terminated or laid-off. On the other hand, you may have sued your employer for discrimination or some other sort of unlawful action. Either way, one of those events caused your employer to offer you a settlement or severance agreement. In exchange for signing the agreement, you will receive a payment, but also give up your right to pursue legal action against your employer, among other things.

If you are presented with a settlement or severance agreement, it is imperative that you read the agreement carefully and, if possible, get advice from an experienced Dallas Employment Lawyer. Typically, you will be allotted 21 days to review and sign the agreement, which provides you ample time to consult with an attorney. Oftentimes, companies sneak many clauses in the agreement that may come back to haunt you. Hence, consulting with an experienced employment lawyer is important.

50 Years and Counting: How Can I Join in the Fight Against Workplace Discrimination?

July 27, 2020 | Deontae Wherry

After watching the 8 minutes and 46 seconds video that outraged the world, many individuals have joined in the fight for racial justice. These individuals have chosen not to be silent; they have decided to speak up and to speak out against racial inequality. The fight against systematic and institutional racism and discrimination is not solely related to police brutality, but it is embedded in every facet of our society, including in the workplace. Although the Civil Rights Act was passed more than 50 years ago, there is still great progress to be made to end workplace race discrimination.

What to expect from your employer when you’re expecting

July 20, 2020 | Rob Wiley, P.C.

The Pregnancy Discrimination Act of 1978, which amended Title VII of the Civil Rights Act of 1964, prohibits employers with 15 or more employees from discriminating against women on the basis of pregnancy, childbirth, or related medical conditions. Although the PDA has been in effect since 1978, discrimination against pregnant women in the workplace continues to be an issue. In fact, in fiscal year 2019, the U.S. Equal Employment Opportunity Commission (EEOC) received over 2700 charges of discrimination on the basis of pregnancy and collected more than $22 million dollars in monetary settlements.

Dancing with the Supremes and Wow, They Can Really Dance: Title VII Prohibits Discrimination Based on Sexual Orientation or Transgender Status

July 1, 2020 | Rob Wiley, P.C.

This month the Supreme Court of the United States of America handed down one of the most long-awaited decisions of the term. On June 15, 2020, the Supreme Court held that discrimination based on sexual orientation or transgender status constitutes discrimination “because of … sex” Under Title VII of the Civil Rights Act of 1964.

Title VII of the Civil Rights Act of 1964 is a federal law that protects employees and job applicants against discrimination based on race, color, national origin, sex, and religion. Before Title VII of the Civil Rights Act of 1964 was signed into law, an employer could reject a job applicant or discriminate against an employee based on the applicant or employee’s race, color, national origin, religion, or sex. In fact, an employer could reject a job applicant or fire an employee or in some other way discriminate against that person because they were black or white, Muslim or Christian, a man or a woman, or German or Mexican, and it would be completely legal.

Discrimination in the Workplace

June 15, 2020 | Rob Wiley, P.C.

Discrimination at work is one of the hottest topics of employment law. There are a number of federal and state laws that prohibit discrimination on the basis of specific protected characteristics. Almost all of these laws protect not only employees, but also applicants for employment and sometimes even former employees who are retaliated against after their employment ends.

COVID-19, Furloughs, and Discrimination, oh my!

June 1, 2020 | Rob Wiley, P.C.

The Coronavirus pandemic has severely impacted American workplaces. Employees in various industries have reported cuts in work hours, cuts in salary, job-loss, and instructions to work from home. While the world as we know it is changing and adapting to the “new normal,” discrimination laws remain the same. Employees are still protected against discrimination, harassment, and retaliation. This is true even if you are working from home.

Water Cooler Talk: Can My Employer Tell Me Not to Discuss My Salary With Coworkers?

April 20, 2020 | Rob Wiley, P.C.

Can my employer tell me not to discuss my salary with coworkers?

The answer to this question is no. Federal labor laws prohibit employers from restraining, interfering with, or coercing employees who collectively participate in activities related to the terms and conditions of their employment. Those Terms and conditions cover a broad range of topics, like employees discussing wages, hourly rates, salaries, bonuses, commissions, and any other form of payment. For that reason, an employer cannot tell its employees not to discuss their pay amongst themselves. Otherwise, that would be a violation of the National Labor Relations Act (NLRA). And it does not matter if the employer has a union. Both unionized and non-unionized employees are protected.