~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Employee Rights News You Can Use

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Top Tip!

Have you heard about FRD?

FRD is Family Responsibilities Discrimination. The (EEOC) Equal Employment Opportunity Commission looks at this as an emerging form of discrimination based on a stereotype. The EEOC views this as a combination of the (ADA) Americans With Disabilities Act, (FMLA) Family Medical Leave Act and Title VII. FRD unlike the others is not a protected category...yet.

What exactly is Family Responsibilities Discrimination?

Is your boss making personnel or business decisions that affect you because you are a caregiver? According to the EEOC the stereotype by employers asserts good caregivers can't be good employees and vice versus. The workforce has more families where both parents are working and also more single parents primarily women. The EEOC is looking very closely at more trends and cases such as Back v. Hastings. In this case the management supposedly told Elana Back it was "not possible for [an employee] to be a good mother and have this job" and also asked her to "space out her offspring".


In moving the case forward the court held the idea of stereotyping mothers not being compatible with or committed to their jobs were "themselves, gender-based". Any care-giving employee whether male or female should pay very close attention to any questions or comments employers make regarding their ability to perform their jobs because they "care for another".

**What matters to me....is to help my fellow employee!**

Welcome to this issue of Your Basic Employee Rights eNews! You recently signed up for a subscription at www.you-can-learn-basic-employee-rights.com or it was sent to you by a friend. If you no longer wish to receive this newsletter or have a change of address, please use the convenient links at the bottom of this email.

Our overall policy is to deliver important relevant Basic Employee Rights info. We do all the research. There is never a cost or charge.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Filtering software may prevent you from receiving your issue of Your Basic Employee Rights eNews! To ensure that you never miss an email from us, please add us to your whitelist.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Date November 7, 2011

Issue #32

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Your Basic Employee Rights Survey results!

I want to thank everyone that participated in my last survey. It answered some important questions. I will be conducting a NEW survey soon! The objective will again be...

(1) What is the #1 workplace issue that concerns or affects you?

(2) How can You-Can-Learn-Basic-Employee-Rights.com better address those concerns?

That said....

So let's get to it!

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Article

"Cain" brings chaos to every workplace Eden!

Is there a "Cain" of sexual harassment plaguing your workplace Eden?

No matter whether it's business, local, state or federal workplaces, sexual harassment continues to be a major problem. Recent political events only underscore the reasons why everyone in every workplace must be aware of the problems caused by workplace harassment.


How should management respond to a sexual harassment complaint?

Show Restraint

The organization has to demonstrate a respect for the rights of all employees by not willfully violating their rights. Any job environment that tolerates or fosters illegal harassment, discrimination or retaliation only invites the inevitable lawsuit.

Managers must reply

Must address and respond to any employee complaint of discrimination, harassment and retaliation. If your supervisor or manager ignores or doesn't take your complaint seriously always inform human resources of the problem. Also document your supervisors and HR responses to the complaint.

Inform Human Resources

Employers that understand the potential consequences of sexual and other harassment will train managers to report every employee grievance to the appropriate human resource person. Whether or not the employee wants to officially complain or the supervisor believes it to be true, it should be reported.

Employer Solution

If our bosses will not correct the problem of harassment, the EEOC will step in. It makes no business sense for public and private employers to open themselves up to preventable lawsuits. Even though inappropriate conduct may not be illegal it just makes good business sense to "nip it" before it becomes a big payday for us employees ;0)

• sexually suggestive language or "jokes"
• sexually suggestive, lewd or indecent cartoons, emails, videos, pictures, pinups, social media posts, etc.
• sexual flirtations
• sexist, hate or racist cartoons, emails, videos, pictures, pinups, social media posts, etc.
• cursing or profanity
• employment decisions based on employee's refusing or submitting to sexual advances
• mocking or making sport of an employees disability, ethnic clothes, accent, language or "the way they talk"
• sexual relations on the job
• physical or sexual assault
• asking an employee about their sexual preferences
• stereotyping comments like, "you don't look like..."
• ridiculing someone because of their political affiliation or beliefs
• raco-terrorist symbols such as, ku klux klan paraphernalia or crosses, skin head symbols, swastikas and nooses
• raco-terrorist or hate slurs of a racial and ethnic nature
• persistent requests for after work dating.
• explicit stories of a sexual nature
• joking about, trivializing or belittling issues such as rape, murder or slavery
• requesting sexual favors
• hostile or adverse treatment of employees in protect classes such as the disabled, over 40 or Hispanic

Employee Rights Educator, Coach, Trainer, Advocate, Internet Presence Consultant
https://www.you-can-learn-basic-employee-rights.com
http://EmployeeRightsGuide.com
http://EmployeeWorkplaceRights.com
http://Employee-Rights-Questions.com (work in progress) =================================================

Are you a SALARIED or HOURLY employee?

Are you "EXEMPT or "NON-EXEMPT"?

Not Knowing could be COSTING YOU M.ON.EY!!

====> http://tinyurl.com/3zz84rd

=================================================

If you need an answer to an employee rights or other legal question, get an answer here F*REE!

===> http://tinyurl.com/3gughbu

==================================================

Can I Interest You in an Extra $250.00 a Day...?
Legitimate Online Jobs will show you how.

====> http://tinyurl.com/4ywdmef

=================================================

Here's a Special Free Video Series ($97 Value) This resource has been a tremendous help to my blogging efforts.

=====> http://tinyurl.com/3b7jvft

=================================================

SHARE YOUR THOUGHTS and INTERESTS!

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

If you find the info useful please recommend signing up for this newsletter to anyone you know that works for a living, they will thank you for it!

http://bit.ly/15sRzO

This newsletter is designed for YOU! Let us know what workplace issues concern you the most. Follow this link:

http://bit.ly/lEKXM

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

I HAVE CONSTANT BASIC EMPLOYEE RIGHTS TWEETS ON TWITTER AT;

http://twitter.com/employeerights1

or

http://twitter.com/employmentright

or

http://twitter.com/360feedback1

or

http://twitter.com/fmlarights

or

http://twitter.com/workplacebully

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

CONTACT US

Email: newsletter@you-can-learn-basic-employee-rights.com

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

PUBLISHING SCHEDULE

Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace. We may also offer third party resources that will be of benefit to you our valued subscriber.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

DISCLAIMER

Note: Any and all information provided within this Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer;

www.you-can-learn-basic-employee-rights.com/disclaimer

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Written by Yancey Thomas Jr.

Owner, You-Can-Learn-Basic-Employee-Rights.com

(c)copyright 2011 You-Can-Learn-Basic-Employee-Rights.com