Historically, state and federal non-discrimination laws have not afforded protection to lesbian, gay and transgender individuals in the workplace. In recent years, however, more and more states have passed laws prohibiting such discrimination the workplace. As a recent Washington Post article reports, only 21 states and the District of Columbia have laws that prohibit discrimination . . . → Read More: Lesbian, Gay, and Transgender Discrimination in the Workplace
Both Federal and Massachusetts laws provide women with job leave rights when they give birth or adopt a child. A bill recently filed in the Massachusetts legislature proposes amending state law to give men paternity leave rights. This would bring Massachusetts more in line with federal law on family leave, which is gender neutral.
. . . → Read More: Family Leave Requirements under Massachusetts and Federal Law
During the recession many companies in Massachusetts have been laying off or firing employees who are older workers. Employees who have been let go are often concerned that their employer may have violated Massachusetts or federal age discrimination laws.
Laws, including Massachusetts General Laws 151B and the federal Age Discrimination in Employment Act (ADEA), provide . . . → Read More: Age Discrimination Claims in Massachusetts
Massachusetts has extended the protection of its civil rights laws to to transgender individuals, adding protections against discrimination in housing education, employment and credit. The bill, which was signed by Governor Deval Patrick on November 23, 2011, adds gender identity as a protected category to Massachusetts General Laws Chapter 151B, the state’s anti-discrimination law. Previously . . . → Read More: Massachusetts Extends Legal Protections to Transgender Individuals
If you work for a company in Massachusetts, how do you know if you are about to lose your job and that you may need to start considering your options? Here are five warning signs that may eventually result in an employee filing for unemployment:
(1) You’ve been put on a performance improvement plan. By . . . → Read More: Are You About to Lose Your Job?: Six Warning Signs
The Massachusetts Commission Against Discrimination, (“MCAD”) has found in favor of Lulu Sun, an Associate professor of English, on her claim that her employer, the University of Massachusetts, Dartmouth denied her a promotion to full professor on the basis of her gender, race and Chinese ancestry (gender and racial discrimination). The hearing officer considered whether . . . → Read More: MCAD Orders Promotion of Professor in Racial and Gender Discrimination and Retaliation Case
On Tuesday, January 25th at noon I will present on what you need to know about severance agreements at the Boston Society of Architects for the Admistration and HR Group. We’ll discuss when it is appropriate to use severance agreements, what terms are typically negotiated, and what needs to be in the agreement in order . . . → Read More: Upcoming Presentation on Severance Agreements
The Massachusetts Commission Against Discrimination in a decision dated December 22, 2010, found in favor of a white heavy equipment operator named Eric Grzych on his complaint that his Caucasian boss, Vincent Iuliano, racially harassed him on the basis of his association with his fiancee, a black woman of Jamaican national origin. Mr. Grzych complained . . . → Read More: MCAD Finds White Boss Liable for Racial Harassment Against White Employee In “Associational Discrimination” Case
Although not widely known among employers, the Massachusetts Commission Against Discrimination (“MCAD”) has a testing program that is designed to test, gather data and make recommendations to initiate claims of discriminatory hiring practices. The MCAD uses “Paired Testing” whereby two job candidates who are matched in credentials, except for some characteristic such as age, race . . . → Read More: MCAD’s Testing Program Targets Discriminatory Hiring Practices
The Massachusetts Supreme Judicial Court in an August decision in Global Naps, Inc. v. Awiszus decided that a female employee who was absent from work for more than eight weeks was not entitled to the protections of the Massachusetts Maternity Leave Act (MMLA). Although this story has been widely reported in the media, the purpose . . . → Read More: Supreme Judicial Court Interprets Massachusetts Maternity Leave Act (MMLA)