‘Ban the box’ merely accomplishes moving the criminal background check from the application stage to the formal background check stage. Employers pre-disposed not to hire felons are not going to hire felons.
I pray that the Court does not take the DOJ’s bait and rewind women’s rights by five or six decades.
A ruling against the protection of sex-based stereotypes will not just legalize LGBTQ discrimination, but also a whole litany of discrimination against straight men and women.
Simple solutions exist, including recruitment and hiring strategies that avoid age bias by seeking workers of all ages and not limiting qualifications based on age or experience.
That ADA accommodation lesson cost an Atlanta distributor of industrial supplies $75,000 to settle an EEOC lawsuit.
The offensive misconduct happened on daily or near-daily basis and the complaints fell on deaf ears, finally compelling the women to quit.
A daily barrage of racial slurs is the definition of racially hostile work environment despite one court’s ruling.
Can we please just agree that discrimination is wrong regardless of the races of those accused of perpetrating it?
Legally speaking, much of this debate regarding employing a sex offender depends on the state in which you are operating.
Says an employee, ‘ … if I don’t send him a picture or otherwise prove that I used the bathroom, I will lose 15 minutes of paid time. What recourse do I have?’