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  • issue 8
  • september 3, 2009

THIS WEEK: Our "Taking Back Labor Day" blog carnival has begun. Read the blogs below and join the discussion. Also, look for our Labor Day 2009 report next week!

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In the News more

Mars Super Markets To Pay $275,000 And Offer Jobs To Women To Settle EEOC Sex Discrimination Lawsuit

Workers in America, Cheated

Job Seekers in Need of Computers Flock to Libraries

Ex-Courtyard Sales Chief Wins Age Bias Suit, Boss Told to ''Fire the Old Lady''

Labor Draws a Line in the Sand On Public Option

How to Leverage Social Networking into a New Job

EEOC: Swift Acted with Bias

What Happened to the 'Depression'?

Labor Day and the American Dream

Appeals Court Allows Gender Stereotype Case

Union Leader Dings Obama For Promoting 'Pay-for-Performance'

Could Netflix Inspire More Workplace Freedom?

Can Poor Spelling Derail a Career?

Topic of the Week more

Flash of Genius... Turning an Idea into a Business

Your Rant: My job search is going nowhere, is it crazy to try to create my own business? read more

BLOGS: Today’s Workplacemore

Paula Brantner

You're Invited to Write for "Taking Back Labor Day"

September 3, 2009 | Paula Brantner

This September Workplace Fairness and the Today's Workplace Blog will be hosting our second annual ''Taking Back Labor Day'' blog carnival. read more

Linda Meric

9to5: Celebrating Labor Day by Working for Change

September 3, 2009 | Linda Meric

As we mark Labor Day 2009 - a day to pay tribute to the historic achievements and contributions of workers - it's time to call attention to this fact: Union membership is one sure way to address gender-based workplace disparities and unionization can provide important economic security for low-wage women and their families. read more

One way to improve the odds that working people will have more to celebrate on Labor Days to come is to ensure that our cities get a special invitation to the national policy conversation. read more

Mark Harbeke

What's Wrong with This Picture?

September 1, 2009 | Mark Harbeke

According to two new, independent employer studies... while more than half of employers are planning to hire full-time employees over the next year, over half also don�t offer paid maternity leave (and those that do provide only around 50% pay, on average). read more

Bob Rosner

Got Feedback?

August 31, 2009 | Bob Rosner

Last time I talked about how most of us treat feedback like castor oil, something that may be good for you but is tough to swallow... This week I'll review the most interesting comments, both good and bad, to hopefully inspire you to get out there and solicit some of your own feedback. read more

The Civil Rights Act of 1964 made sweeping reforms in employment discrimination law; making it illegal for an employer to discriminate on the basis of sex, race, color, religion or national origin, while other federal laws protect against age and disability discrimination. These protections are still not extended to individuals on the basis of sexual orientation or gender identity. read more

In the Courts more

Prowel v. Wise Bus. Forms, Inc.

Third Circuit; No. 07-3997 Decision Date: August 28, 2009

In an employment discrimination action under Title VII involving claims of gender stereotyping and religious harassment, district court\'s grant of summary judgment in favor of defendant is vacated with respect to the gender stereotyping claim, as the record below is ambiguous as to whether the claim was based on sexual orientation or discrimination because of sex, and thus because both are plausible, the case presents a question of fact for the jury and is not appropriate for summary judgment. District court\'s grant of summary judgment on the religious harassment claim was proper as plaintiff cannot satisfy the first element of his cause of action that there was intentional harassment because of religion. read more

EEOC v. Siouxland Oral Maxillofacial Surgery Assoc.

Eighth Circuit; No. 07-2419 Decision Date: August 27, 2009

In an employment and sex discrimination case under Title VII, district court\'s judgment is reversed in part and remanded where: 1) district court erred in not submitting plaintiff\'s claim for punitive damages to the jury and granting defendant judgment as a matter of law on that claim as under Title VII, punitive damages are available if a plaintiff shows that the employer engaged in intentional discrimination with malice or with reckless indifference to the federally protected rights, and evidence presented by the EEOC at trial was sufficient for a jury to find that defendant acted in the face of a perceived risk that it was violating plaintiffs\' Title VII rights; 2) district court did not abuse its discretion in denying EEOC\'s request for injunctive relief to enjoin defendant from discriminating on the basis of pregnancy or retaliating against any employee who complains of unlawful discrimination as, in light of the two isolated instances of discrimination, there was not a consistent practice of discrimination suggesting further discrimination was likely; 3) court declined to address the district court\'s award of attorney\'s fees at this time as further proceedings are necessary on the issue of punitive damages. read more

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