It's been recognized for some time that the average female worker in Texas earns less than a male counterpart performing the same duties, and significant attention has been focused on this issue in an effort to level the playing field. Although some progress has been made, a clear wage gap continues to exist. With this background, it may seem surprising to learn that a subset of women in the workplace are the subject of even more pronounced discrimination: moms.
As more people in Texas and across the country operate in the "gig economy," they could lose key protections against workplace discrimination. Most people don't expect to face racial, gender, age or disability discrimination on the job, especially as they are prohibited by law. However, American employment laws are largely made to protect employees, and people who work as freelancers and independent contractors often aren't covered by the provisions of those labor laws.
Several major Texas cities are awaiting the outcome of a court case where each side is proclaiming that the U.S. Constitution favors their position. At issue is the right of those in the LGBTQ community to live and work free from discrimination. The state has no laws protecting the group from employment discrimination, but several cities have passed non-discrimination ordinances.
A lawsuit was filed against corporate giant IBM by three former employees who accuse the company of age discrimination. Because of the nature of discrimination and the ever-changing American workplace, many people are not certain about what actions might constitute unlawful discrimination. The American Association of Retired Persons has published a guide designed to help people recognize the signs of workplace age discrimination. Employees in Texas might gain from the tips in the guide.
More and more businesses throughout Texas are understanding the need for sexual harassment awareness in the workplace. Whether triggered by the sordid stories of countless women who have recently begun to share their experiences or perhaps by fear of legal action, employers are now understanding the benefits of having a comprehensive workplace discrimination policy. However, there remains a formidable gap between that realization and implementing a plan that's effective.
Any place of employment in Texas could be the scene of sexual harassment, and health care workplaces are no exception. A survey of over 6,200 nurses, nurse practitioners and physician assistants produced by Medscape indicated that 11 percent of respondents had experienced sexual misconduct and 14 percent had witnessed it. The survey defined harassment as unwanted touching, comments, sexual propositions and text messages and emails in addition to sexual favors for promotions, retaliation for refusal and rape.
Texas moviegoers and entertainment buffs may be interested to learn that, according to a study, 41 percent of women who are employed in the media and entertainment industry reported that they experienced sexual harassment from a boss or a colleague at some point during their careers. Further, 22 percent of men employed in the media industry reported that they had also experienced instances of sexual harassment.
Texas pediatric facilities can prevent sexual harassment by instituting policies that establish effective prevention and education methods. The policies should also provide no leniency for inappropriate actions, create clear rules and tools for addressing concerns and include suitable responses. It's important to note that people who work in environments rife with sexual harassment may suffer a decline in work performance and morale.
Workers in Texas might be able to seek financial damages for the emotional distress they incur if they suffered specific forms of workplace discrimination or harassment. This type of compensatory damages may be pursued in employment discrimination cases that are filed under Title VII of the 1964 Civil Rights Act.
Texas employees may be interested to learn that Wal-Mart settled a discrimination lawsuit that had been filed by a transgender employee. The two parties filed a joint agreement to have the case dismissed in a federal North Carolina court. While the terms of the settlement were not disclosed, it was noted that the company admitted to no wrongdoing.