A case before the U.S. Supreme Court could have significance for Maryland job seekers who wear religious garments. An employment discrimination legal battle stemming from a woman's exclusion from hiring at Abercrombie Kids apparel store because of her headscarf has reached the U.S. Supreme Court. In the opening oral arguments before the justices, Abercrombie and Fitch's lawyers argued that its decision was legal under Title VII of the Civil Rights Act of 1964. Title VII is the law that forbids employers to refuse to hire someone based on their religion unless it creates an "undue hardship" for the business.
As Maryland employees may know, pregnant workers may not be treated differently than other employees who are unable to work due to a temporary condition. However, compliance with the law may be lacking in some instances.
Sex-based discrimination in the workplace is illegal in Maryland and across the United States. Such discrimination is forbidden by law in all terms and conditions of employment, including hiring, pay, training, the assignment of jobs, promotion, benefits, layoffs and firing. Employment policies that apply across the board to all employees may be against the law when such policies have an unfavorable effect on the employment of persons of a particular sex.
Employees in Maryland may benefit from learning more about some of the facts concerning wrongful termination and retaliation. Firing an employee in violation of a public policy mandate is the only scenario that qualifies as wrongful termination. Retaliation may be described as an employee suffering adverse action after exercising employee rights like reporting harassment or discrimination, requesting accommodations for disabilities, filing worker's compensation, requesting a leave of absence covered under the Family and Medical Leave Act or reporting misconduct.
Employers in Maryland with 15 or more workers must comply with the Americans with Disabilities Act, which was passed by Congress in 1990. The ADA contains several provisions that may be subject to interpretation. The act does not include a definitive list of covered disabilities, and one of its primary provisions requires employers to take reasonable steps to accommodate disabled workers.
Federal law considers harassment a type of employment discrimination. This means that job applicants and workers in Maryland, or any other state, cannot be harassed because of their gender, color, race, religion, age or national origin. Harassment based on genetics, disabilities or in retaliation for participating in an investigation or proceeding related to the job is also prohibited under discrimination laws.
A Maryland company has agreed to settle an employee discrimination and harassment lawsuit with the Equal Employment Opportunity Commission one day after the claim was filed. The lawsuit against ACM Services was filed in federal court on Sept. 22, and the company reached an agreement to settle with the EEOC on the next day. The Rockville-based company would not disclose the terms of the settlement and denied any wrongdoing.
Maryland employees may be interested in some general information about employer discrimination and what can be done about it. Understanding what types of workplace activities are prohibited can be an important first step toward recognizing them and solving the issue.
A former Prince George's County teacher has won a racial discrimination lawsuit against his school district. The 65-year-old teacher, who is white, claimed that the African-American principal of a Maryland high school used racial slurs against him and told him and others that she planned to terminate him because of his race.
Many workers in Maryland struggle with physical and mental disabilities daily. In some cases, workers who suffer from such disabilities might face mistreatment in the work place. However, suit filed July 23 on behalf of an autistic Target employee in Texas show that some victims of harassment may be able to pursue legal compensation for damages in such cases.