Each week, Workplace Week brings you news and commentary on critical issues affecting employees and advocates.
In this edition: more overtime debate, and the nomination of William Pryor to the 11th Circuit Court of Appeals.
House of Representatives Turns Back Bid to Change Overtime Regulations:
The House of Representatives, in an extremely close vote, rejected Democratic efforts to prevent proposed overtime regulations from going into effect. The 213-210 vote indicates that even some Republicans in labor-friendly districts understand the negative impact that these changes could have on their constituents. However, it's not clear whether the Senate, considered to be the more progressive and less partisan body, will take up the battle to overturn the proposed regulations--a battle that might be winnable.
Pryor's Nomination Vote Delayed, So Act Now!:
On July 10, the Senate Judiciary Committee, chose to delay a vote on the nomination of William Pryor to the 11th Circuit Court of Appeals for one week. Democratic members of the Committee viewed the delay, initiated by the Republican majority, as a sign that support for Pryor's nomination may be fading; however, until a vote is taken, it should be assumed that Pryor's nomination is alive and well.
Workplace Violence In the Spotlight After Mississippi Killings:
The July 8 tragedy in Meridian, Mississippi, where a Lockheed Martin employee shot five of his coworkers and injured nine others before killing himself, again draws attention to the problem of workplace violence. Although incidents such as those in Meridian may appear isolated and unpredictable, the tragic consequences lead to a search for ways to minimize the risk of these occurrences.
Decision Date: July 11, 2003
Because plaintiff adequately exhausted his Title VII race discrimination claim, and because defending oneself against charges of sexual harassment by testifying in a Title VII proceeding qualifies as "protected activity" under 42 U. S. C. section 2000e-3(a), the district court's grant to defendant of judgment on the pleadings is reversed.
Decision Date: July 10, 2003
Proximity of an employee's complaint of discrimination to his discharge, coupled with the employer's inconsistent enforcement of its policies and use of disciplinary sanctions, established facts from which a reasonable jury could draw the conclusion that the employer retaliated against the employee for filing an EEOC complaint.
Decision Date: July 8, 2003
Because plaintiff presented evidence from which a reasonable jury could have concluded that the defendants terminated her because they perceived her as suicidal and therefore as substantially limited in her ability to care for herself, she did establish a protected disability within the Rehabilitation Act.
Protect Your Right to Overtime
Demand Fair Judges!