Race/Sex/Religion Discrimination Articles
Employers Not Immune from Suit by Temp Agency Workers
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- Created on Wednesday, 01 October 2008 12:18
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Many organizations hire workers through temporary employment agencies in the belief they are protected from suit because they are not the “primary” employer. In most cases, such organizations remain liable under the concept of “joint employment.”
EEOC Changes EEO-1 Race and Job Categories
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- Created on Tuesday, 01 July 2008 12:18
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Private employers with 100 or more employees, or those with 50 or more employees and a government contract of at least $50,000, must file an annual EEO-1 form with the EEOC. The filing may be done electronically through the EEOC’s website.
Employees Have 180 Days After Termination to File Connecticut Discrimination Charges
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- Created on Monday, 01 October 2007 12:18
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The Appellate Court of Connecticut recently ruled that employees have 180 days from their date of termination to file charges of discrimination under the Connecticut Fair Employment Practices Act (“CFEPA”). Vollemans v. Town of Wallingford, 103 Conn. App. 188 (2007). This contrasts with federal law, which begins the 180 day filing period for Title VII claims on the date the termination decision is unequivocally communicated to the employee.
Employees Must Accept Reasonable Remedies Offered to Cure Sexual Harassment Claims
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- Created on Sunday, 01 July 2007 12:18
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The Court of Appeals for the Eleventh Circuit found an employee’s failure to accept several options proposed by her employer to remedy claims of sexual harassment absolved the employer of all liability. Baldwin v. Blue Cross/Blue Shield of Alabama, 480 F.3d 1287 (11th Cir. 2007).
Accommodating Religious Beliefs
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- Created on Saturday, 01 July 2006 12:02
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A decision recently handed down by the Second Circuit Court of Appeals provides guidance to Connecticut employers facing requests for religious accommodation. Baker v. The Home Depot, 2006 U.S. App. LEXIS 9891 (2d Cir. April 19, 2006). The court held that an employer violates Title VII if its offer of accommodation fails to fully address the employee’s religious needs, unless it can show that granting the requested accommodation would cause an undue burden.
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