Bradley Arant Boult Cummings LLP’s Post

"Age discrimination was the third most commonly cited form of discrimination in the federal workplace in that survey, just behind race discrimination and sex discrimination, at 14.6 and 12.8 percent, and well above other forms of discrimination. That reflected a consistent pattern in such studies." #discriminations #age #jobs #jobhunting #humanresources #employmentlaw #federalgovernment

Sex Discrimination in the Workplace: It's Time for Change This week, three remarkable and successful women shared their experiences of sex discrimination with me. Let's be clear: - It is NOT okay to pay women less than men they manage. - It is NOT okay to offer opportunities solely to the men in the team. - It is NOT okay to belittle women's achievements. Despite over 48 years of legislation aimed at preventing sex discrimination, we still have a long way to go. If you are facing discrimination at work, consider your options and speak with an employment lawyer. Let's continue to push for workplaces where equality is not just a goal but a reality. #GenderEquality #WorkplaceDiversity #EmploymentLaw #EqualPay Roy Magara Ruth Neil Yemi Magara CEnvH Dom Woodhead Millenium Gamma Magara Law

Our Employment Law and Discrimination Partner Katy Wedderburn has recently taken a look at the tension between ‘gender identity theorists’ and those who hold the belief that sex is immutable. She delves into what is and isn’t protected from a legal perspective, specifically looking into the Equality Act 2010 and what it means for both employers and employees. Want to learn more? Check out the full article on our website: https://hubs.ly/Q02G91Q70 You can also connect with Katy here: https://hubs.ly/Q02G9bb80 To subscribe to our mailing list to receive the latest legal news and insights, click here: https://hubs.ly/Q02G9b5z0 #EqualityAct #GenderPolitics #GenderIdentity

Gap and Golf HR - What is sex discrimination? - If you were dismissing the only female on your team, then that's quite a strong case of sex discrimination. If your team is predominantly women, then they can't say you're treating them unfavourably because they're a woman. Their case is not going to be as strong as someone who is the only woman in the team being dismissed, as opposed to being predominantly women. So when we ask you about protective characteristics, we don't expect you to be an expert, but again, it's just thinking how it applies in your clubs rather than just how old someone is, and what sex they are. #hr #humanresources #employmentlaw #sexdiscrimination #discrimination #fairness #workplace

Gender discrimination has no place in our society. Whether you've faced unequal treatment in the workplace or elsewhere, our legal team is here to fight for your rights. Let's work together to create a world where everyone is treated with respect and equality. https://lnkd.in/ei2QgyKv #SanDiegoLawyers #BettsLawGroup #WorkplaceDiscrimination #EmplymentLaw

The EEOC has released updated enforcement guidance that significantly expands protections for LGBTQ workers and provides new standards for hostile work environments under federal law. This is the first major update in over 25 years. Key changes include: Harassment based on sexual orientation and gender identity is clearly prohibited. Misgendering, denying bathroom access, and outing a transgender employee may be unlawful. Discrimination based on reproductive health choices like having an abortion is a form of illegal pregnancy discrimination in many cases. The guidance takes an expansive view of unlawful hostile work environments, making it easier to prove a claim based on severe or pervasive abusive conduct. Context like power disparities and stereotyping matter. While these guidelines don't have the force of law, they will shape court rulings and employer policies on these rapidly evolving issues. Employers should reexamine their harassment prevention efforts in light of these new standards. Stay tuned for our upcoming articles breaking down the guidance further: - Unwelcomeness and Subjectively/Objectively Hostile Work Environments - Unlawful Hostile Work Environments and the Importance of Context Now is the time to comprehensively review and update your anti-harassment policies, training, and procedures. Contact us today for assistance ensuring you are in alignment with the EEOC's new expectations. https://lnkd.in/eaRK_8g8 #LGBTQRights #ReproductiveRights #HumanResources

Workplace discrimination claims often revolve around unfair treatment due to race, gender, or disability. If you feel you're being treated unfairly, understanding the most common claims can give you the confidence to stand up for your rights. Don’t let discrimination go unchallenged—your voice matters. How can we help you? Connect with James Welman or give us a call! Tel:+27 82 782 7906 #Workplace #Discrimination #claims

The EEOC has ruled that not using a transgender workers’ preferred pronouns and barring them from using bathrooms that match their gender identity amounts to unlawful workplace harassment under federal anti-discrimination law. This ruling is part of the EEOC's updated guidance on #workplace harassment. For more on sexual orientation discrimination, visit https://bit.ly/sodiscrim #workplacerights #diversityintheworkplace #diversityandinclusion #workplacediversity #workplacediscrimination #sexualdiscrimination #employmentlaw

There are various types of sex discrimination and other unlawful conduct under the Equality Act 2010. My colleague Mike explains more here: https://ow.ly/ei5c50RePGY #employmentlaw #discrimination #equalityact

New challenges against the expanded regulation under Section 1557 of the ACA. The numerous conflicting rulings on the scope of unlawful sex discrimination over the years only increase the likelihood that the U.S. Supreme Court will need to have the final say. #healthlaw #ACA #section1557