The United States (US) Department of Justice (DoJ) has announced that three Memphis employment agencies have agreed to settle allegations that they breached the Immigration and Nationality Act (INA) (further information).
The United States (US) Department of Labor (DoL) has announced that the Bureau of International Labor Affairs will contribute US$10 million to fund the International Labour Organization's (ILO) Bridge Project (From Protocol to Practice: Building a Bridge to Global Action on Forced Labor).
The United Kingdom (UK) Equality and Human Rights Commission (EHRC) has announced that it has "launched a new government-backed project aimed at unlocking economic and creative potential by increasing the diversity of people working in Britain's television sector".
The United States Equal Employment Opportunity Commission (EEOC) has announced that in a case brought by the EEOC against clothing company Abercrombie and Fitch, the Supreme Court held that "an employer may not refuse to hire an applicant if the employer was motivated by avoiding the need to accommodate a religious practice".
The United States Equal Employment Opportunity Commission (EEOC) has announced that international restaurant chain Ruby Tuesday Inc (Ruby Tuesday) has agreed to pay US$100,000 to settle claims that it breached Title VII of the Civil Rights Act of 1964 by denying two male employees the opportunity to work in temporary summer positions that had advantages such as company-provided housing in the resort town of Park City, Utah, and the chance for increased earnings. According to the EEOC, the internal advertisement specified that only females would be considered for the roles.
The United States Equal Employment Opportunity Commission (EEOC) has announced that fruit growing company Tiny's Organic will pay US$17,500 to a former employee to settle allegations that it fired her because she was pregnant with twins. Under the settlement, Tiny's Organic must also implement policies to prevent future discrimination on the grounds of pregnancy or gender, including providing annual training to all management staff, as well as implementing complaints procedures and introducing accountability measures for management staff in the handling of the complaints.
The office of Australia's Fair Work Ombudsman (FWO) has announced that the Federal Circuit Court of Australia (FCCA) has granted an injunction against hairdresser Nelvin Lal, "restraining [him] from underpaying any staff he employs in the future", with the effect that Mr Lal "could potentially face contempt of court proceedings for any further underpayments proven in Court". The FCCA has also imposed a A$20,000 fine on Mr Lal and fines amounting to A$142,000 on his businesses, as well as ordering that the underpayment of four employees be rectified. This follows findings that the workers had been underpaid more than A$6,000 between June 2012 and September 2013, and that "[w]orkplace laws relating to issuing of payslips and responding to a [c]ompliance [n]otice were also breached". Acting ombudsman Michael Campbell stated that "injunction was sought in response to the [FWO's] concern about a pattern of non-compliant behaviour".
The United States Equal Employment Opportunity Commission (EEOC) has announced that Lakeland Eye Clinic has agreed to pay US$150,000 to settle allegations of sex discrimination against a transgender person. The EEOC alleged that Lakeland Eye Clinic fired its hearing services director "after she began to present as a woman and informed [her employer] that she was transgender, despite the fact that [she] had performed her duties satisfactorily throughout her employment".
EEOC general counsel David Lopez described the settlement as historically significant, adding that "[i]t not only is one of the first two lawsuits ever filed by the [EEOC] alleging sex discrimination against a transgender individual, but it also solidifies the EEOC's commitment to enforcing the rights of transgender employees secured by the [Title VII of the Civil Rights Act of 1964 (further information)].
EEOC's media release (13 April 2015)
The United States Equal Employment Opportunity Commission (EEOC) has announced that Save Edge Inc has agreed to pay $30,000 to settle a disability discrimination lawsuit filed by the EEOC. The EEOC alleged that the company offered a position of employment to a job applicant, but revoked it after learning that the applicant had a seizure disorder for which he took prescription drugs. According to the EEOC, "Save Edge withdrew the job offer because it regarded [the applicant] as a disabled individual incapable of doing the job", in violation of the Americans with Disabilities Act of 1990, as amended.
EEOC's media release (17 March 2015)
(Source: EEOC; US Department of Justice)
The United States Department of Labor (DoL) has announced that Union Pacific Railroad (UPR) has been ordered to pay an employee engineer US$350,000 in damages and legal costs, after an investigation by the DoL's Occupational and Health Administration (OSHA) found that UPR had disciplined the engineer for reporting injuries sustained at work. The DoL also stated that UPR has been ordered to remove the disciplinary information from the employee's record and to provide information about whistleblower rights to its employees. OSHA regional administrator Marcia Drumm stated that "whistleblower protections play an important role in keeping workplaces safe", adding that "it is not only illegal to discipline an employee for reporting an injury and seeking medical attention, it puts everyone at risk".
DoL's media release (17 March 2015)
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