For more than 40 years it has been against the law in Illinois and throughout the U.S. to discriminate against employees based on their religion or religious practices. The applicable federal law is Title VII of the Civil Rights Act of 1964. The law not only prohibits
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Small business owners need to update their Illinois minimum wage posters this summer as the state rate increased yet again. This summer, the minimum wage in Illinois is tied for fourth-highest in the U.S. Only Washington, Vermont and Oregon will have higher minimum wages. Illinois
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Title VII of the Civil Rights Act of 1964 prohibits discrimination against employees due to race, color, sex, religion and country of origin. Under this law, any practice which discriminates against these groups in hiring, terminating, training, and other aspects of employment is illegal. Some Alaska employees
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According the Americans with Disabilities Act of 1990 (ADA), employers can discriminate against employees because of their disabilities. This law covers all aspects of employment, such as wages, promotion, working conditions, benefits and training. The law doesn’t insist New Jersey employers hire disabled workers, but prevents them
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Personal employee data, such as disability status, race, age, religion, medical condition and background, are required by law to be kept confidential and separate from personnel files. HIPAA (Health Insurance Portability and Accountability Act) and ADA (Americans with Disabilities Act) are the relevant laws that require this
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Two federal laws, the Health Insurance Portability and Accountability Act (HIPAA) and the Americans with Disabilities Act (ADA) require that certain employee information, including race, color, religion, disability status, background, credit and age be kept confidential and separate from personnel files. Illinois employees wonder how this information
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Alabama employees asked: are Muslim employees permitted to take prayer breaks at work? Title VII of the Civil Rights Act of 1964 says that employers can not discriminate due to a worker’s religion. In Alabama, and throughout the country, employers must allow Muslim workers to take prayer
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Title VII of the Civil Rights Act of 1964 is a federal law that prohibits discrimination against Ohio employees because of their race, sex, national origin, color or religion. Several recent court cases have dealt with the issue of religion, specifically with religion and dress code.
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The Family and Medical Leave Act of 1993 provides up to 12 weeks of unpaid job-protected leave in a 12 month employee for most Texas employees. Under FMLA, a worker is guaranteed to return to his or her job with the same benefits, working conditions, and pay as
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While most Human Resources professionals agree that discrimination based on sexual orientation is not a wise practice, there is no federal law providing protection against such discrimination. Many private organizations have implemented policies prohibiting it. Some states and municipalities have statutes outlawing such
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There are many misunderstandings between employers and employees regarding written warnings. If a Utah employer must provide a worker with a written “warning,” the employee may believe that signing the warning is an admission of guilt. This is not true. Written warnings are used to show the
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Due to passage of the historic Americans with Disabilities Act of 1990 ( ADA ) Oklahoma employers must make “reasonable accommodations” for an employee with disabilities. However what makes up a “reasonable accommodation” could differ from company to company. As an example, a realty company permits agents
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In Montana , if an employer chooses not to hire anyone under the age of 25, he or she is not prohibited by any federal or state law. Age discrimination is illegal. However, the Age Discrimination Act of 1967 only protects workers 40 older or more. Under
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There are no statutes under federal or Wyoming law that make it illegal to hire only workers who are at least 25 years old. Although such discrimination against younger workers is frowned upon, it is technically legal. An employer may feel this policy is necessary in order
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There are instances where employees believe that if they refuse to sign a disciplinary warning, the warning will not be held against them. This is not true because signing a written “warning” is not an admission of guilt. The written warning is merely used as a tool
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Under Title VII of the Civil Rights Act of 1964, Oregon employers are not allowed to discriminate against employees based on color, race, sex or national origin. Discrimination against an employee in the workplace based on his or her religion is also illegal. This law mandates that
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Most companies use written “warnings” to provide the employee with a notice that improvement is necessary. Usually, the warnings are very specific about the deficiencies that must be corrected, such as absenteeism or tardiness.
Some employees believe that signing the warning is an admission of guilt and if they
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The law Texas employers should keep in mind in regard to employees with disabilities is the Americans with Disabilities Act of 1990. This law requires employers to make “reasonable accommodations” for employees with disabilities. However, what defines these “accommodations” varies from workplace to workplace.
An employer in Tennessee could legitimately decide to hire only employees who are 25 years old, or older. An employer may want to have this policy to ensure hiring staff that he or she feels may have the maturity necessary for the job. A better way to do this would
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An employer must make “reasonable accommodations” on the job because of Title VII of the Civil Rights Act of 1967.
This law states that a Nevada employer must allow an employee to practice his or her “sincerely held” religious beliefs. Title VII also extends to training, salary, benefits, promotions,
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In Texas, an employer who has had enough of immature workers is allowed to set a policy of hiring only persons over the age of 25. The employer is allowed to do this because there is no state or federal law that prohibits this practice.
Many employees think that signing a written warning indicates that they are guilty, but this is not true. Signing a written “warning” or disciplinary notice is not an admission of guilt.
A written warning provides a paper trail of the employee’s actions if further action is required. The warning
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Most workers with a disability received little or no accommodation in the workplace prior to passage of the Americans with Disabilities Act of 1990.
After passage of this ground-breaking law employers in Nevada and nationwide must make “reasonable accommodations” for the disabled worker. But what these accommodations are varying
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Because of Title VII of the Civil Rights Act of 1967, an employer is required to make “reasonable accommodations” for an employee’s sincerely held religious beliefs. Employers are also not allowed to discriminate against an employee based on color, race, sex, or national origin.
The Americans with Disabilities Act (ADA) of 1990 requires Maine employers to make “reasonable accommodations” for any worker with disabilities. But there are varying factors that determine from employer to employer what makes a change from existing conditions a “reasonable accommodation.”
Before passage of the Civil Rights Act in 1967 an employee was not assured of protection from religious discrimination. Under this law, an employer must make “reasonable accommodations” regarding an employee’s religious beliefs.
Under Title VII of the Civil Rights Act a Georgia employer is prohibited from any practice
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When there is no federal or state law in place, most employers base their HR policies on “best practices” in the field.
One such best practice is written disciplinary warnings. An employer or manager may use written disciplinary notices as “warnings” that an employee needs to improve his or
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When an Alaska employer has an employee with a disabilities, because of the Americans with Disabilities Act (ADA) there must be “reasonable accommodations” made for the employee on the workplace. There are differing factors that could decide what constitutes a reasonable accommodation. This would depend on the job and the
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Many Alabama employees wonder if an employer can discriminate by hiring only people who are at least 25 years of age.
In Alabama if an employer has become discouraged with the job performance of employees under age 25 there is no federal or state law that would prevent him
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In the state of Wyoming, employers are prohibited from discriminating against workers because of their sex, religion, national origin, color, or race. This law was established with the passing of Title VII of the Civil Rights Act of 1964.
Religious discrimination in the workplace is illegal. When any employee
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