The rise of sexual harassment allegations stemming from the #MeToo movement has left many employers reeling as they try to implement policies and procedures to protect themselves from potential liability. Some have elected to impose a zero-tolerance policy for all sexually inappropriate behaviors in the workplace. While this sounds good on paper, in reality, it can have some unintended consequences.
Beginning in 2000, the United States Census Bureau began allowing respondents to choose more than one racial category. Following that census, 2.4 percent of the U.S. population identified themselves as multiracial. In the 2010 census, that number increased to 2.9 percent. There is speculation that the multiracial population in the United States may have been underestimated and the number of those who identify as such will continue to grow.
Google's recent controversy over a 10-page memo written by a male employee who claimed women were biologically and emotionally inferior to men is one in a string of recent highly publicized eruptions of bias in the workplace. In addition to the outrage caused by the memo itself, the company's initial response was seen as rather lackluster, and there was concern that other employees may have agreed with the memo.
Employers in Florida have three days from the date of hire to verify a new employee's eligibility to legally work in the United States. This verification process falls under rules and guidelines that are provided by the United States immigration and citizenship laws as outlined in the Immigration and Nationality Act (INA).
Race and Gender Equality in Hollywood, California has been at the forefront of swirling media headlines, as we are midway through Hollywood's biggest awards season. Allegations regarding the lack of diversity and the gender wage gap in the film industry are not only prevalent among Hollywood's elite but most concerning for everyday Americans.
The Equal Employment Opportunity Commission or "EEOC" is an administrative agency whose primary responsibilities include enforcing federal laws with regard to protecting employees and job applicants from discrimination in the workplace. Types of discrimination include discrimination based on race, age (for workers or applicants 40 years of age and older), national origin, religion, sex, pregnancy, disability, or genetic information. The EEOC also protects those who are either involved in the investigative process i.e., the aggrieved or those who are acting as a witness during the investigation process from retaliation.