In today's political climate many of us are inspired to be more active and stand up for our rights and the rights of others. Workplace Fairness is here to arm you with the information you need about retaliation and discrimination in the workplace based on political activity or affiliation.

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Can your off-hours political activism get you in trouble at work?

The Washington Post

Paula Brantner, a senior adviser to Workplace Fairness, a nonprofit focused on employee rights, says that she has typically seen only one or two of these kinds of cases stand out each election cycle, though she expects we could hear about them more often in the future. "A lot of people who haven’t been active before are newly energized and there are a lot of groups forming around the country," she said. Plus, "with social media, one's personal views get amplified far more than they were in the past."

Today's Workplace more

The Trump administration has started rolling back the birth control mandate

Laurel Raymond

Foundations of Inequality are in Wages

Dean Baker

Civil Rights and Labor: Two Movements, One Goal

Jimmy Settles, Robin Williams And Richard Womack Sr

Sometimes hiring discrimination is committed by a bigot—and sometimes it's by standardized test

Laura Clawson

The Entire Public Sector Is About to Be Put on Trial

Naomi Walker

Uber admits underpaying New York drivers approximately $45 million

Lauren Williams

In the Courts more

Audette v. Town of Plymouth

In a suit brought by a police officer claiming she suffered discrimination in violation of the Americans with Disabilities Act (ADA), 42 U.S.C. sections 12101-12213, and its state-law corollary, Massachusetts General Laws chapter 151B section 4, when the defendants failed to accommodate her request for transfer to another position in the Department after she sustained an on-the-job injury, as well as retaliation and gender discrimination claims, the district court's rejection of the claims is affirmed where: 1) plaintiff offered no evidence that there were any vacancies when she asked for an accommodation, and it was her burden to show as much; 2) the ADA retaliation claim was either not pleaded or waived; and 3) plaintiff failed to establish a prima facie claim of gender discrimination.

US EEOC v. McClane Co., Inc.

On remand from the U.S. Supreme Court, in an action challenging the EEOC's issuance of an administrative subpoena requesting 'pedigree information' (name, Social Security number, last known address, and telephone number) for employees or prospective employees who took an employer's physical capability strength test, as part of an investigation of a sex discrimination claim, the district court's order denying the enforcement of the subpoena is vacated where the district court abused its discretion because the information was relevant to the EEOC's investigation.

June 1, 2017

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In the News

Is OSHA Protecting At-Risk Workers Under A Trump Administration?

Here Are the Rights NYC’s New Fair-Workweek Laws Give Fast-Food Workers

Uber harassment report is expected to hit next week

Small-business owners make the case for helping employees repay student loans

The CEO of a massive Christian-owned craft store had a surprising response when asked about maternity leave

Why are so many women dropping out of the workforce?

More than half of US workers didn’t use up their time off last year, sacrificing 662 million vacation days

Military veterans among the many workers striking on Memorial Day

McDonald’s Beefs Up Lobbying Democrats on Joint-Employer Issue

Tesla Replaces Head Of HR Amid Allegations Of Poor Working Conditions, Harassment

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