State of Minnesota’s Post

Stigma-free Hiring Standards Research shows that employment is one of the main predictors of a person’s ability to maintain their recovery. However, people with drug- and alcohol-related criminal records can struggle to get hired because of their pasts. Many Recovery Ready workplaces are open to hiring people with criminal backgrounds that are related to their SUD. You can let candidates know up front that a criminal record may not discount them from employment. The Society for Human Resource Management (SHRM) has some helpful tips on how to do this: https://bit.ly/3fd4hw #openhiring #recoveryfriendlyworkplace

Are you working with a staffing agency? A staffing agency has agreed to pay $2.2 million in resolution of a lawsuit brought forth by the U.S. Equal Employment Opportunity Commission (EEOC), which alleged discriminatory practices in collaboration with a laundry facility. The EEOC contended that a California-based laundry facility, in partnership with a staffing agency, engaged in hiring practices that systematically denied employment based on gender, disability, and ethnicity. Pending approval by the California federal court, the proposed settlement seeks to resolve allegations against Radiant Services Corp., a commercial laundry business, and BaronHR LLC, a staffing agency utilized by Radiant. The accusations centered on the unlawful exclusion of individuals of Black ethnicity and those with disabilities from employment opportunities, as well as the restriction of gender-specific roles to men and women exclusively. Black women, represented by the agency, claimed to have been overlooked for employment opportunities at Radiant Services. In summary, the settlement reflects the need for employers to implement non-discriminatory practices in the workforce and audit practices of vendor staffing agencies. Please click to follow Barb J. Wyskowski, J.D. #Compliance #HRDive #RiskManagement #LegalIssues  #HRCompliance #LaborLaw     

Farella Braun + Martel LLP's Rebecca Stephens writes: The Okonowsky decision confirms that social media can have a substantial impact on workplace culture, even when all of the posting and engagement occurs off-premises and during non-work hours. To reduce risk of a hostile environment claim, employers responding to employee complaints arising out of social media activity should take prompt steps to investigate and remediate these issues in accordance with the Ninth Circuit’s opinion. #socialmedia #hostileenvironment #titlevii #harassment #offpremisesconduct

Empowering Employment Attorneys #employmentlaw #employmentattorney #employmentlawyer #racediscrimination #racialdiscrimination #discrimination #EEOC #nyclawyer #nycattorney #newyorkattorney #newyorklawyer #NewYorkLaw

FEDERAL AGENCY CHARGED SECURITY COMPANY MADE DISPARAGING COMMENTS AND FIRED 57-YEAR-OLD EMPLOYEE AFTER HEART ATTACK. Below are a few excerpts from the Press Release: “NEW YORK – Maximum Security NYC, Inc., a security company headquartered in Queens, New York, will pay a former employee $22,500 and implement an anti-discrimination policy and training program to resolve an age- and disability-discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today. According to the EEOC’s lawsuit, Maximum Security had given a 57-year-old employee numerous assignments at client hotels where he was responsible for assisting with evacuations and acting as a liaison to the local fire department during an emergency. However, after the employee suffered a heart attack in December 2020 and returned to work, his supervisor repeatedly told him that he should retire already given his age and heart attack, and then explicitly fired him for the same reasons.” Here is a pertinent comment from Daniel Seltzer, a trial attorney in the EEOC’s New York District Office: “Age and disability discrimination are unjust and unlawful. An employer cannot rely on stereotypes or fears to deny employees the opportunity to work.” A link to the entire Press Release is provided in the comments section below. #ADA #ADEA #AgeDiscrimination #DisabilityDiscrimination #EEOC #Lawsuit #PressRelease #Settlement #Workplace

CA has many different laws that protect and support working parents when it comes to workplace rights and accommodations. For example, one of our laws entitles many employees to take up to 40 hours of job protected time off work to participate in school activities, including to attend performances and award ceremonies, to volunteer in the classroom or for field trips, etc. This leave of absence can also apply when a parent or guardian needs time off to look for or enroll their child in a school or with a licensed child care provider, or to address a child care provider or school emergency. To be eligible, the employee needs to work for an employer that has at least 25 employees working at the same location, and needs to give their employer reasonable advance notice before taking the leave. #employmentlawyer #employmentlaw #humanresources #wrongfultermination #discrimination #retaliation #humanresourcesprofessional #humanresourcesmanager #businessstrategies #businesstips #businessconsulting #workingparents #workingmom #workingprofessionals

Another week, another sensitive ER investigation project brought to a close. There can be lots of benefits to outsourcing a particularly sensitive or complex investigation. Or sometimes internal capacity can also be too limited to do a case justice. If you're ever in those situations, drop me a message about how we can help you - our investigations have a 100% satisfaction rate. You don't need to take my word for it, you are welcome to seek references - our repeat customers speak for us! #employeerelations #employmentlaw #nhs #hrconsultancy #justculture #hr #investigation #whistleblowing #discrimination #bullying #harassment #disciplinary #grievance

✨ Employee told she "had baby at the wrong time" ins discrimination claim ✨ A Marketing Communications Manager, facing discriminatory comments during maternity leave, has won her claim. Though assured of job security, she learned additional duties vanished. Expressing concern about a similar new role, she was told, "You had a baby at the wrong time." The Employment Tribunal deemed the comment discriminatory, linking it to the role change. This victory underscores the importance of fair treatment during and after maternity leave. 🤝 Did you know? Peninsula's tribunal team offers support in preparing your case. Seek expert guidance for workplace fairness. #EmploymentLaw #DiscriminationClaim #WorkplaceJustice

Each quarter, Spraggs Law publishes a curated selection of articles about trending HR and employment-related topics. This quarter, we focus on workplace equity and accessibility, followed by three (cautionary) and recent tribunal cases involving workplace harassment, assault and discrimination claims. Finally, we wrap up our quarterly selection with challenges BC recruiters face filling jobs with qualified applicants. https://lnkd.in/gS3-8uqi #yvrnews #yvrlegalupdates #hrupdates #employmentlaw