Tag Archives: Discrimination

Urge Washington to Protect LGBT Employees

U.S. LGBT employment discrimination law. Sexua...

U.S. LGBT employment discrimination law (Photo credit: Wikipedia)

In twenty-nine states, you can be fired for being gay. You can be fired in thirty-four states for being transgender.

One member of Congress, Steve King (R-IA), recently suggested a “Don’t Ask, Don’t Tell” style policy, where lesbian, gay, bisexual, and transgender (LGBT) people stay closeted at work, so their bosses “won’t know who to discriminate against.”

In the face of offensive right-wing rhetoric like this, there are two things we can push for: the White House must make sure federal contractors aren’t discriminating, and the Senate must hold hearings on the Employment Non-Discrimination Act.

Tell our leaders in Washington there can be no excuses for inaction on vital workplace protections. Now is the time for a full-fledged federal response.

The President can expand the reach of non-discrimination policies by telling all companies that do business with the federal government that they can’t discriminate against LGBT employees. Such an order would bring these companies’ policies in line with the best practices of major American businesses.

We also need to break the logjam on Capitol Hill that has left the Employment Non-Discrimination Act (ENDA) languishing. The bill, which has the support of a supermajority of Americans and the Administration, affirms the idea that employees should be judged on performance, not personal characteristics. Nothing should matter at work except how you do your job.

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Filed under Activism, If You Were Gay, National, Stupid Is As Stupid Does

Proposed Executive Order Could End Discrimination against LGBT Contractors

English: U.S. LGBT employment discrimination l...

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President Obama has an executive order on his desk that could protect millions of LGBT Americans from discrimination in the workplace.

The order would require all federal contractors to extend non-discrimination and harassment protections for their LGBT employees. It would cover about 16 million workers who don’t receive any such protections for sexual orientation or gender identity.

As an employment rights attorney, Tico Almeida knows how badly this order is needed, so Tico started a petition asking President Obama to sign the executive order that would extend non-discrimination protections to all LGBT employees of federal contractors.

Tico knows that online petitions can make a big difference. After a former employee of a defense contractor, DynCorp, received a six-figure settlement for being called “faggot” at work, Tico started a petition urging DynCorp to adopt non-discrimination protections for LGBT employees. More than 50,000 folks signed, and DynCorp came through.

The order on President Obama’s desk has cleared hurdles at the Departments of Labor and Justice. President Obama has made great strides on issues like “Don’t Ask, Don’t Tell;” now he could do so much more, and he needs to know people are counting on him.

Click here to sign Tico’s petition asking President Obama to sign the executive order that would require federal contractors to protect their LGBT employees from discrimination.

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Filed under Activism, National, Politics

AT&T Settles Age Discrimination Suit

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AT&T has settled a lawsuit with the Equal Employment Opportunity Commission (EEOC) accusing it of age discrimination for refusing to rehire tens of thousands of workers who retired from the U.S. telephone company. It requires AT&T to end prohibitions against rehiring workers who left under retirement programs between 1998 and 2001 and one related to SBC Communications Inc’s 2005 purchase of the former AT&T Corp.

AT&T must update its databases to make sure former workers are not “blocked” from being rehired and certify annually in writing it is complying with the decree.

The EEOC accused AT&T of having no legitimate reason not to rehire workers who retired under the programs, a number it estimated as exceeding 50,000.

AT&T did not admit the allegations in the EEOC complaint, and maintained it had “legitimate and nondiscriminatory business reasons” for its earlier policy.

The EEOC brought the case for John Yates, who was fifty-seven years old when AT&T turned him down for employment.

The case is EEOC v. AT&T Inc et al, U.S. District Court, Southern District of New York, No. 09-07323.

Via Cleveland.com.

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