Washington Wisconsin Recently, the state RFRAs have been in the news, after Indiana received backlash for passing its' religious freedom law. In practice, some state's RFRAs have become a way for lawmakers to discriminate based on sexual orientation by using religion as an excuse to challenge or opt out of state and local laws protecting LGBT people from discrimination.
There are rules as to who qualifies - please refer to the specific page for further details. Regardless of the size of the company you Discrimination in workplace still bring a claim if you have been sacked for no reason, an unfair reason or a discriminatory reason.
If you have been dismissed, regardless of the size of the employer and regardless of the circumstances, call us today and we'll discuss the matter. The dispute provisions in the Fair Work Australia Act are wide ranging and a lot more user friendly than they used to be.
If you are being harrassed, discriminated against or feel your employment contract has been breached, you may be able to lodge a industrial relations dispute. There is a lot of confusion in the workplace. We have run many successful claims against some of the largest companies in Australia, both publicly listed and private as non-lawyer advocates.
Justice and fairness applies equally to every body If you think that "justice" has anything to do with right or wrong or fairness, you are sadly mistaken. Justice is concerned only with enforcing the law and has little to do with the average person's concept of fairness. Most employers treat their employees fairly.
However some Employers don't care about you or your family. Their business is about making money, they have no respect for the industrial relations and discrimination laws and nothing else matters other than them.
Don't be convinced you have no rights, or you cannot win, you can! We are not lawyers and as such we cannot represent you in the court systems. We are experts in resolving matters; the key is to get a good outcome early, not run a formal hearing. Our experienced staff are focused on seeking exceptional results and outcomes for our clients.
We deliver value by creating solutions to employment problems through quality work and responsiveness to client needs. Every effort is directed toward achievement of the client's objectives in a cost effective manner. Our advice is always forthright and honest.
Fast, Affordable, Accessible, Professional For all industrial relations matters.
The Employment Non-Discrimination Act (ENDA) is legislation proposed in the United States Congress that would prohibit discrimination in hiring and employment on the basis of sexual orientation or gender identity by employers with at least 15 employees.. ENDA has been introduced in every Congress since except the ph-vs.comr legislation has been introduced without passage since . New lawsuits from the Equal Employment Opportunity Commission (EEOC) – such as the recent sexual orientation cases covered by the mainstream media) – may have you asking: What are some things that my managers can do to avoid them?. Training is the answer. While it’s important for your entire workforce to understand what constitutes discrimination and harassment and how to properly report. The DOJ is now reversing the position it held during Barack Obama's presidency — that discrimination based on sexual discrimination violated the Civil Rights Act of
A Whole New Approach takes on many industrial relations and discrimination cases on a no win-no fee basis. This saves people money which is particularly important when they have lost their job or are experiencing issues in the workplace.
We approach your case with a social justice agenda; if we feel you have an very arguable case we will often take on your claim on a no win, no fee basis so that you can retain your money should you be unsuccessful in your claim.
If you feel you have been treated unfairly by your employer, do not let your financial situation stop you from seeking help or justice. Everyone should have access industrial relations and discrimination laws to achieving justice in the workplace, especially when they have a genuine unfair dismissal, unlawful dismissal or discrimination claim.
If we take on your industrial relations or discrimination claim on a no win, no fee basis, we carry the risk of your claim.
We believe in your case, and are willing to shoulder the risk of losing for you. Should we win your case, we take an agreed percentage of the settlement, and you keep the rest.
This allows clients who are suffering financial hardship to have access to justice. If however, you are in a financial position to pay fees, but are unwilling to pay, it begs the question: If you don't believe in your own case, why should we?
If you can afford to pay fees but don't want to, does that mean you don't believe your case will win? In essence, A Whole New Approach takes on a large proportion of cases on a no win-no fee basis, however this is decided on a case-by-case basis.ASING AND RESPNDING T QUESTINS F DISCRIMINA TIN IN THE WRPLACE 1 Asking and responding to questions of discrimination in the workplace For advice on asking and replying to questions covering Goods and Services.
Religious discrimination can take many forms. If you have been denied work or a promotion, harassed at work, or denied an accommodation at work because of your religious beliefs or practices, or because of your lack of certain religious beliefs you may have recourse.
Discrimination in the Workplace/EEO Course Discrimination Training is More Important than Ever. Last year, Equal Employment Opportunity Commission (EEOC) discrimination charges were the highest ever since the Agency’s founding nearly 50 years ago.
Workplace discrimination occurs when an individual is adversely discriminated against due to any number of factors. In addition to the reasons listed above, employees and job applicants can also be discriminated against because of disabilities, genetic information, pregnancy, or because of their relationship to another person.
The BFOQ, or Bona Fide Occupational Requirement, is a defense employers can raise in response to workplace discrimination claims alleging disparate treatment under Title VII, the PDA and the ph-vs.com employer can completely avoid liability for these types of claims if it successfully demonstrates that religion, sex, age, or national origin is a bona fide occupational qualification reasonably.
Holistic Approach Needed to Change Workplace Culture To Prevent Harassment, Experts Tell EEOC. Learn More.