A 32-year-old New York man who was fired from a Lowe's location in August 2014 after 11 years of employment is suing the company. According to him, he was fired in retaliation for testifying in support of a gay employee who sued the same store for harassment in 2012. He also says that he put up with a pattern of harassment himself throughout his employment, that it worsened after he testified in support of his fellow employee and that repeated efforts to solve the harassment issue through human resources went nowhere.
According to court reports, a New York man who was a former steel employee has been awarded around 4 million for work-related harassment. The ruling came into effect two years after the man was originally allocated 25 million in compensation by the federal court jury panel. The compensation was later lessened to 6 million after the African-American employee testified about several incidents that occurred at work and caused extensive pain and suffering. Punitive damages of 2.6 million were recommended by the court, contingent upon whether the employee agreed to accept the settlement or not.
Race discrimination occurs when an applicant or a worker is treated differently because of their ethnic origin, race or color. Federal laws prohibit discrimination in the workplace in New York and every other state in the country. Employees could help protect themselves and co-workers from race discrimination by recognizing the different types and reporting occurrences.
In a move that will provide greater workplace protections for employees in New York and nationwide, the U.S. Attorney General released a memo on Dec. 18 announcing that the Justice Department will now interpret federal law to explicitly shield transgender people from workplace discrimination. The announcement is part of a broader effort by the Obama administration to afford transgender employees protection on the job.
New York employees may be interested in some information about disability discrimination and what is prohibited by federal law. There are many types of discrimination in the workplace against those with disabilities, from outright harassment to failure to accommodate properly for the employee's disability.
The Age Discrimination in Employment Act forbids discriminating against a person over 40 based on his or her age in New York and across the country. The act does not prevent the employer from favoring an older employee over a younger one, even if both are over 40, however.
New York City has its own commission on human rights, which is in place to provide an added layer of protection in addition to federal protections already in place for those in protected classes. Protected people under the NYC Commission on Human Rights are supposed to work in an environment free from discrimination, harassment and acts of retaliation based on their protected status.
In New York, both state and federal law prohibits discrimination against an employee in their compensation due to their gender. In addition to gender, people who are discriminated against because of their sexual preferences, such as lesbian, gay or bisexual workers also receive protection.
Employees in New York may benefit from understanding more about national origin discrimination, as described by the U.S. Equal Employment Opportunity Commission. This type of discrimination can be described as mistreating applicants or employees because they are of a different ethnicity, from a different part of the world or country or due to their accent. Even if the victim and offender are of the same national origin, this type of discrimination may still exist.
When a woman is pregnant, her employer or prospective employer is legally prohibited from discriminating against her based on her pregnancy status. Unfortunately, many New York employers continue to discriminate against women based on their pregnancy in violation of state and federal workplace employment and discrimination laws.