1. 41 - 1 Chapter 20 Labor and Fair Employment Practices

2. 41 - 2 Federal Labor Statutes

3. 14–3 The Norris-LaGuardia Act of 1932 – Guaranteed to each employee the right to bargain collectively “free from interference, restraint, or coercion. – Declared yellow dog contracts unenforceable. A yellow-dog contract is an agreement between an employer and an employee in which the employee agrees, as a condition of employment, not to be a member of a labor union. – Limited the courts’ abilities to issue injunctions (stop orders) for activities such as peaceful picketing and payment of strike benefits.

4. 41 - 4 © 2005 Prentice Hall Inc. All rights reserved.14–4 National Labor Relations (or Wagner) Act of 1935 – Banned certain unfair labor practices of employers – Provided for secret-ballot elections and majority rule for determining whether a firm’s employees would unionize. – Created the National Labor Relations Board (NLRB) to enforce the act’s provisions.

5. 41 - 5 14–5 Taft-Hartley and Employers - 1947 Rights – To express their views concerning union organization. – To set forth the union’s record concerning violence and corruption, if appropriate. Restraints – Must avoid threats, promises, coercion, and direct interference with workers who are trying to reach an organizing decision. – Cannot meet with employees on company time within 24 hours of an election. – Cannot suggest to employees that they vote against the union (in private, while they are out of their work area).

6. 41 - 6 Landrum-Griffin Act - 1959 An overriding aim of this act was to protect union members from possible wrongdoing on the part of their unions. Like the Taft Hartley, it also amended the National Labor Relations Wagner Act.

7. 41 - 7 Fair Employment Labor Practices:

8. 41 - 8 Equal Opportunity in Employment The right of all employees and job applicants: 1. To be treated without discrimination, and 2. To be able to sue employers if they are discriminated against.

9. 41 - 9 Equal Employment Opportunity Commission (EEOC) The federal administrative agency responsible for enforcing most federal anti-discrimination laws. The EEOC is empowered to: – Conduct investigations – Interpret the statutes – Encourage conciliation between employees and employers – Bring suit to enforce the law

10. 41 - 10 Civil Rights Act of 1866 Enacted after the Civil War that says all persons “have the same right to make and enforce contracts as is enjoyed by white persons”; prohibits racial and national origin employment discrimination.

11. 41 - 11 Title VII of the Civil Rights Act of 1964 Intended to eliminate job discrimination based on five protected classes: – Race – Color – Religion – Sex – National Origin

12. 41 - 12 Scope of Coverage of Title VII Title VII applies to: – Employers with 15 or more employees – All employment agencies – Labor unions with 15 or more members – State and local governments and their agencies – Most federal government employment

13. 41 - 13 Scope of Coverage of Title VII (continued) Title VII applies to any term, condition, or privilege of employment including, but not limited to: – Hiring and firing – Work rules – Promotion and demotion – Payment of compensation and benefits – Availability of job training opportunities

14. 41 - 14 Forms of Title VII Actions Disparate Treatment Discrimination Occurs when an employer discriminates against a specific individual because of his or her race, color, national origin, sex, or religion. Disparate Impact Discrimination Occurs when an employer discriminates against an entire protected class. Often, this is proven through statistical data about the employer’s employment practices

15. 41 - 15 Procedure for Bringing a Title VII Action Private complainant must file a complaint with the EEOC. The EEOC is given the opportunity to sue the employer on the complainant’s behalf. If the EEOC chooses not to bring suit, it will issue a right to sue letter to the complainant. Complainant now has the right to sue the employer.

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17. 41 - 17 http://www.employmentlawfirms.com/resources/em ployment/employee-rights/right-sue-letter- eeoc.htm

18. 41 - 18 http://www.employmentlawfirms.com/resou rces/employment/employee-rights/right- sue-letter-eeoc.htm

19. 41 - 19 http://www.employmentlawfirms.com/consu ltation/request_details?surl=%2Fresources %2Femployment%2Femployee- rights%2Fright-sue-letter-eeoc.htm

20. 41 - 20 http://www.dfeh.ca.gov/onlinerts /

21. 41 - 21 Remedies for Violations of Title VII A successful plaintiff in a Title VII action can recover back pay and reasonable attorneys’ fees.

22. 41 - 22 Race, Color, and National Origin Discrimination Title VII was primarily enacted to prohibit employment discrimination based on race, color, and national origin. – Race: refers to broad categories such as Black, Asian, Caucasian, and Native American – Color: refers to the color of a person’s skin – National Origin: refers to the country of a person’s ancestors or cultural characteristics

23. 41 - 23 Hiring your Liabilities!

24. 41 - 24 Dominos Pizza on the Today Show - Workers fired for Dominos prank video. http://www.youtube.com/watch?v=xaNuE3DsJHM

25. 41 - 25 Sex Discrimination Discrimination against a person solely because of his or her gender. – Applies equally to men and women. – Overwhelming majority of Title VII sex discrimination cases are brought by women. – Men can be can experience sexual discrimination as well.

26. 41 - 26 http://www.youtube.com/watch?v= tzPjnD75uUw&feature=related http://www.youtube.com/watch?v= tzPjnD75uUw&feature=related

27. 41 - 27 Sexual Harassment Refusing to hire or promote someone unless he or she has sex with the manager or supervisor is sex discrimination that violates Title VII. Other forms of conduct, such as lewd remarks, touching, intimidation, posting pinups, and other verbal or physical conduct of a sexual nature, constitute sexual harassment and violate Title VII.

28. 41 - 28 Sexual Harassment (continued) Title VII prohibits sexual harassment that causes a hostile work environment. The circumstances that create a hostile work environment include: – Frequency of the discriminatory conduct; its severity; whether it is physically threatening or humiliating, or a mere offensive utterance; and whether it unreasonably interferes with an employee’s work performance.

29. 41 - 29 Same-Sex Discrimination The U.S. Supreme Court has held that same-sex sexual harassment is actionable under Title VII. State and local laws also prohibit this form of discrimination.

30. 41 - 30 Religious Discrimination Title VII prohibits employment discrimination based on a person’s religion or religious practices. Under Title VII, an employer is under a duty to reasonably accommodate an employee’s religious practices, observances, or beliefs if it does not cause an undue hardship on the employer.

31. 41 - 31 Defenses for avoiding Religious Discrimination If reasonable accommodation can be made, then it is up to the employer to make every effort possible. However, if it cannot, then do the following regarding working weekends: 1. Place a disclaimer in the classified ad as well as the job description that weekends are part of the job and are expected to be worked. 2. Make it verbally clear during the hiring process. 3. Make it as part of the checklist to hiring. 4. Make it as part of the employee handbook. 5. Make sure the employee signs off as to the expectation. 6. Make sure that you can prove an BFOQ as part of the job requirements.

32. 41 - 32 Bona Fide Occupational Qualification (BFOQ) Employment discrimination based on a protected class (other than race or color) is lawful if it is: – Job related, and a – Business necessity This exception is narrowly interpreted by the courts.

33. 41 - 33 Equal Pay Act Protects both sexes from pay discrimination based on sex. The act prohibits disparity in pay for jobs that require: – Equal skill – Equal effort – Equal responsibility – Similar working conditions

34. 41 - 34 Lilly Ledbetter Fair Pay Act Summary

35. 41 - 35 Criteria That Justify a Differential in Wages The Equal Pay Act expressly provides four criteria that justify a differential in wages: – Seniority – Merit – Quantity or quality of product – Any factor other than sex The employer bears the burden of proving these defenses.

36. 41 - 36 The Equal Pay Act expressly provides criteria that justify a differential in wages: Merit Seniority Bona Fide Occupational Qualification (BFOQ)

37. Age Discrimination in Employment Act Prohibits age discrimination in all employment decisions, including: – Hiring – Promotions – Payment of compensation – Other terms and conditions of employment The Older Workers Benefit Protection Act (OWBPA) amended ADEA to prohibit age discrimination with regard to employee benefits.

38. 41 - 38 Age Discrimination in Employment Act (continued) ADEA applies to employees who are 40 years of age and older. Covered employers cannot establish mandatory retirement ages for their employees. ADEA is administered by the EEOC.

39. 41 - 39 ADA LAWS….

40. 41 - 40 Sandell v. Taylor-Listug, Inc., D055549

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42. 41 - 42 Sandell v. Taylor-Listug, Inc., D055549 Focus on whether the accommodation is reasonable and creates an undue hardship Whether an employee has a disability is rarely the issue for the “employer” to decide.

43. 41 - 43 Americans with Disabilities Act The ADA imposes on employers and providers of public transportation, telecommunications, and public accommodations to accommodate individuals with disabilities. Title I of the ADA prohibits employment discrimination against qualified individuals with disabilities.

44. 41 - 44 Title I of the ADA requires an employer to make reasonable accommodations to individuals with disabilities that do not cause undue hardship to the employer.

45. 41 - 45 Reasonable Accommodation Under ADA Reasonable accommodations may include: – Making facilities readily accessible – Providing part-time or modified work schedules – Acquiring equipment or devices – Modifying examination and training materials – Providing qualified readers or interpreters

46. 41 - 46 U.S. Equal Employment Opportunity Commission v. UPS Supply Chain Solutions

47. 41 - 47 Date: 08-27-2010

48. 41 - 48 Qualified Individual with a Disability A person who, with or without reasonable accommodation, can perform the essential functions of the job that person desires or holds.

49. 41 - 49 Qualified Individual with a Disability (continued) A disabled person is someone who: 1. Has a physical or mental impairment that substantially limits one or more of his or her major life activities, 2. Has a record of such impairment, or 3. Is regarded as having such impairment.

50. 41 - 50 Forbidden Conduct Employers are forbidden from asking a job applicant about the existence, nature, and severity of a disability. Pre-employment medical examinations are forbidden before a job offer.

51. 41 - 51 Procedure and Remedies Aggrieved person must first file charge with EEOC – EEOC may choose to take action – EEOC may permit individual to pursue private action Relief – Injunction – Reinstatement with back pay – attorney’s’ fees – Compensatory and punitive damages

52. 41 - 52 http://askjan.org/meet/meetDavid.html http://askjan.org/

53. 41 - 53 Affirmative Action Policy that provides that certain job preferences will be given to minority or other protected class applicants when an employer makes an employment decision. Key issues: – Reverse discrimination – Race norming

54. 41 - 54 Reverse Discrimination Title VII protects members of majority class Affirmative action plans may not have preestablished numbers of quotas Majority class members may sue – May recover damages – Other remedies

55. 41 - 55 State and Local Government Anti- discrimination Laws Many state and local governments have adopted laws that prevent discrimination in employment. – Usually include classes protected by federal equal opportunity laws – Also include classes of persons not protected by federal laws (e.g., homosexuals)

56. 41 - 56 International Reach of U.S. Anti- discrimination Laws Civil Rights Act (1991) expressly protects U.S. citizens employed in a foreign country by U.S.- controlled employers. Foreign operations not controlled by U.S. employers are not covered. The law contains an express exception that protects U.S.-controlled employers from conflicting foreign laws.

57. 41 - 57 Employment at Will At-will employees – employees who do not have employment contracts. Wrongful discharge – a situation in which an employee's contract of employment has been terminated by the employer in circumstances where the termination breaches one or more terms of the contract of employment, or a statute provision in employment law.

58. 41 - 58 Employment at Will (continued) Statutory Exceptions Contract Exceptions Public Policy Exception Tort Exceptions

59. 41 - 59 Workers Compensation

60. 41 - 60 Workers’ Compensation Acts Acts that compensate workers and their families if workers are injured in connection with their jobs.

61. 41 - 61 Workers’ Compensation Acts Workers’ compensation benefits – vary by state. – are paid according to preset limits established by statute or regulation.

62. 41 - 62 Workers’ Compensation Insurance States usually require employers to: – To pay for workers’ compensation insurance, or – To self-insure by making payments into a contingency fund.

63. 41 - 63 Employment Related Injury To recover under workers’ compensation, the worker’s injuries must have been employment-related. Stress may be a compensable work- related injury.

64. 41 - 64 Exclusive Remedy Workers’ compensation is an exclusive remedy. Workers cannot sue their employers in court for damages. – Exception occurs when an employer intentionally injures an employee.

65. Occupational Safety and Health Act (1970) Enacted to promote safety in the workplace. Established the Occupational Safety and Health Administration (OSHA). Virtually all private employers are within the scope of the act. Federal, state, and local governments are exempt.

66. 41 - 66 Material Data and Safety Sheets

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69. SB 198 - Illness Prevention Plan or IPP Businesses must develop a successful employee Plan and Program. Injury and Illness Prevention Plan (SB 198), Emergency Action Plan, Fire Prevention Plan, Workplace Security Plan, Hazard Communication Plan, Exposure Control Plan, The plan and program(s) must be established at each facility of the company. All employees must be trained. (Retraining must occur throughout employment with the company. All employee training records must be kept and verifiable.

70. An Accident Reporting Log/system must be in place. All equipment must be inspected for meeting OSHA standards. Inspection of a facility can occur without notice to the employer, therefore, all company facilities must be maintained to code and regulation status. All companies must establish checks and balances to show “good faith” in maintaining their plans and programs. COMPANY REQUIREMENTS CONTINUED…

71. 41 - 71 Examples of SB 198 Individuals driving forklifts must have proper certification and training. Proper head gear must be worn at all times.

72. 41 - 72 Life without SB 198, OSHA & DOT

73. 41 - 73 Life without SB 198!

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76. 41 - 76 Third Degree Chemical Burn….

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79. 41 - 79 Remembering Charlie “What caused this accident was my attitude towards safety!” Charlie Morecraft nearly died in a chemical plant accident. There were times he wished he had. This powerful presentation is the compelling true story of an entirely preventible accident that changed Charlie's life and permanently affected him, his family, his friends and his company. Audiences from all occupations wake up to the high cost of an accident and develop a new respect for safety! http://www.youtube.com/watch?v=clf-IGhcLqA&feature=related

80. 41 - 80 Accident Reporting Accident reporting is part of SB 198. Emergency response teams are ready within the company to respond in conjunction with outside response from the Fire Department, Police or other medical response teams.

81. 41 - 81 Occupational Safety and Health Act (continued) The act imposes record keeping and reporting requirements on employers. Employers are required to post notices in the workplace informing employees of their rights under this act. OSHA is empowered to administer the act and adopt rules and regulations to interpret and enforce it.

82. 41 - 82 Occupational Safety and Health Act (continued) OSHA is empowered to inspect places of employment for health hazards and safety violations. If a violation is found, OSHA can issue a written citation. – Requires the employer to abate or correct the situation.

83. 41 - 83 Types of OSHA Standards Duty of Care Specific Duty Standard Addresses a safety problem of a specific duty nature. – e.g., requirement for a safety guard on a particular type of equipment General Duty Standard Duty that an employer has to provide a work environment “free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.”

84. 41 - 84  Fair Labor Standards Act (FLSA)  Child Labor Laws  Fair Wages

85. 41 - 85 Fair Labor Standards Act (FLSA) Federal act enacted in 1938 to protect workers. – Prohibits child labor – Establishes minimum wage requirements – Establishes overtime pay requirements

86. Child Labor The FLSA forbids the use of oppressive child labor. It is unlawful to ship goods produced by businesses that use oppressive child labor. The Department of Labor defines the standards for lawful child labor.

87. 41 - 87 “The global economy has opened the American marketplace to goods from countries that routinely allow abuse of working people, but some sweatshops thrive even in this country.” http://www.aflcio.org/corporatewatch/stop/ Stop Sweatshops

88. 41 - 88 http://www.cnn.com/2007/WORLD/asiapcf/10/29/gap.labor/index.html

89. 41 - 89 The Observer reported children as young as 10 were forced to work long hours in the factory. http://www.cnn.com/2007/WORLD/asiapcf/10/29/gap.labor/index.html

90. 41 - 90 The Gap's president said no garments made in a New Delhi, India, sweatshop would be sold in Gap stores.

91. 41 - 91 Minimum Wage and Overtime Pay Managerial, administrative, and professional employees are exempt from the FLSA’s wage and hour provisions. Check with the tax laws as to the requirements of an exempt v. non-exempt status. Employers are required to pay covered (non- exempt) workers at least the minimum wage for their regular work hours. Overtime pay is also mandated.

92. 41 - 92 Minimum Wage Set by Congress and can be changed. Employers are permitted to pay less than minimum wage to students and apprentices. An employer may reduce minimum wages by an amount equal to the reasonable cost of food and lodging provided to employees. Example: Ski Resort Employees

93. 41 - 93 Overtime Pay An employer cannot require nonexempt employees to work more than 40 hours per week unless they are paid one-and-a half times their regular pay for each hour worked in excess of 40 hours. Each week is treated separately.

94. 41 - 94 Family and Medical Leave Act

95. 41 - 95 Family and Medical Leave Act Applies to employers with 50 or more workers, federal, state, and local government workers Employee must have worked for employer for at least one year Employee must have performed 1250 hours of work in previous twelve-month period

96. 41 - 96 Family and Medical Leave Act (continued) Provides up to 12 weeks of unpaid leave for: – Birth of child – Placement of child for adoption or foster care – Serious health condition – Care for spouse, child, or parent with serious health condition Must use all available sick time and vacation time before it is applied

97. Family and Medical Leave Act (continued) Employee must be restored to either same or equivalent position Must be given equivalent pay and benefits No accrual of seniority