When you are on the hunt for a new job, there will be times when you get called in for an interview. Your excitement and hope may carry the day, but one logistical thing to realize about the interview process -- and the hiring process in general -- is that you have rights as a potential new-hire.
Age discrimination can take many forms. A company may not hire workers over a certain age, or may not allow older workers into job-training programs. A supervisor may make repeated references to an employee's age with comments such as, "Isn't it time to retire?"
A former county administrator was fired in 2014 after it was alleged that he did not reveal a potential conflict of interest that involved his wife. The administrator was hired in 200- and then fired in 2014. It was discovered that the administrator did not tell county officials about his wife's employment at an energy company, one that had a solar project proposal on the table for the county.
The Americans with Disabilities Act requires employers to make reasonable accommodations to allow a person with disability to do his or her job. Unfortunately, what seems reasonable to an employee may not seem reasonable to an employer.
There are many ways that an employer can infringe upon your rights as an employee, and ranking these offenses is an exercise in futility simply because they are all illegal and bad for the employee. With that said, we want to focus on wage and hour violations today. Considering you do your job to earn an income and, thus, allow you to live the life you want to lead outside of work, it is horrible that a company would violate the most basic element of a job: wages, income and salary.
Sexual harassment is forbidden by both state and federal law. The Civil Rights Act of 1964 actually outlines the parameters of sexual harassment at work under Title VII. According to this title, there are two ways that sexual harassment at work can occur: either under a quid pro quo basis, or in an hostile work environment.