2024 is a transformative year for pregnant workers, thanks to the implementation of the Pregnant Workers Fairness Act (PWFA). This new law, effective June 18, 2024, expands the protections and accommodations available to pregnant employees, ensuring their rights to fair treatment in the workplace. Whether you're currently pregnant, recovering from childbirth, or dealing with related medical conditions, the PWFA is here to support you by requiring your employer to provide reasonable accommodations, so you can work in a healthy and safe environment.
Read MoreThe federal Equal Pay Act (EPA) was passed in 1963. This Act aims to abolish wage disparity based on sex and seeks to ensure that equal work is rewarded by equal wages.
Read MoreIf you left your last job without receiving your full compensation, your former employer may be facing major consequences under federal and state law. When a worker either quits or is fired for just cause, his or her employer is required to pay their prior employee their earned wages.
Read MoreWhen you decide to take a position with a new organization, the employment contract offered to you may not provide you with the best protection. Before signing it, consider an employment contract review. A set of legal eyes inspecting your contract can help you avoid a headache and a heartache down the road.
Read MoreSex or gender discrimination is when an employer treats someone poorly because of their sex. It is considered discrimination whether the person is applying for a work position or are a current employee.
Read MoreThe more prepared you are to consult with your lawyer, the more productive your consultation will be. Below are steps to help you make the most of the time you have with your attorney.
Read MoreThe Americans with Disabilities Act (“ADA”) aims to prevent discrimination against individuals with disabilities. Not every employee who has a medical condition is protected under this Act. To be protected by this Act an individual must be qualified for the job and have a disability defined by the law.
Read MoreAn employer is prohibited from terminating, demoting, harassing, or otherwise “retaliating” against an employee for engaging in a protected activity, such as reporting discrimination. The laws prohibiting discrimination based on race, color, sex, religion, national origin, age, disability, and genetic information also prohibit retaliation.
Read MoreThe Fair Labor Standards Act (“FLSA”) requires employers to provide reasonable accommodations to breastfeeding mothers. Section 7 of the FLSA requires employers to provide “reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk.” 29 U.S.C. 207(r)(1)(A).
Read MoreWhen an employee experiences severe emotional distress as a result of sexual harassment, the employee may have a claim of intentional infliction of emotional distress (“IIED”). Sexual harassment is a claim under Title VII of the Civil Rights Act of 1964. Sexual harassment can take two forms: hostile environment or quid pro quo. Fuller v. City of Oakland, stated a plaintiff claiming sexual harassment resulting in a hostile environment must prove:
Read MoreEmployees should understand the compensation they are receiving, when they are receiving it, and what they are agreeing to in exchange for this compensation. Tyler Allen Law Firm located in Phoenix, Arizona practices Employment law as well as other area of law.
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