what characteristic is not protected from harassment in the workplace by federal law?
149528
In employment law, a trait that may not be the basis of employment decisions. Under federal law, protected characteristics include race, color, national origin, religion, gender (including pregnancy), disability, age (if the employee is at least 40 years old), and citizenship status.
205939
One of the most far-reaching examples of the Law of Unintended Consequences is the damage done to U.S. employers by the legal doctrine of Employment at Will, which says that employers can terminate employees at any time for any reason, as long as they don't discriminate in doing so.
1151869
“If You Prick Us, Do We Not Bleed?”: The Harassment of Cafcass and Local Authority Workers in Family Law Proceedings. ... Intimidation and harassment (and their concomitant remedies) will usually fall under the rubric of the Protection from Harassment Act 1997 ("PFH 1997").
755921
It is in the public interest that the law protects whistleblowers so that they can speak out if they find malpractice in an organisation. As a whistleblower you're protected from victimisation if you are: a worker. revealing information of the right type by making what is known as a 'qualifying disclosure'
665605
Nothing in the law protects an employee from being fired while on disability for reasons unrelated to his or her disability. But the law does protect Ontarians against discrimination in employment on the basis of disability.
911051
Federal employees are not prohibited from expressing their opinions concerning partisan political candidates and political parties. ... Finally, federal employees are prohibited from soliciting, accepting, or receiving political contributions at any time.
608089
Discrimination or harassment based upon one's gender (sex) Unfair treatment, attitudes, or behaviors towards an individual based upon their gender (sex) Gender identity discrimination as covered by Title VII. Sexism, sexist attitudes, and sex stereotyping.
1432376
Indirect harassment also includes conduct/remarks or malicious gossip about an employee that is not directed at him or her at the time. If the employee becomes aware of demeaning remarks or gossip and is adversely affected as a result, then such indirect comments may constitute workplace harassment.
624246
Employment Law 101: Employer Liability for Sexual Harassment. ... The U.S. Supreme Court has ruled that an employer is always liable for a hostile work environment created by a supervisor when the discrimination takes the form of a tangible employment action—defined as a significant change in employment status.
1280400
A hostile work environment is a workplace in which unwelcome comments or conduct based on gender, race, nationality, religion, disability, sexual orientation, gender identity, age, or other legally protected characteristics unreasonably interfere with an employee's work performance or create an intimidating or ...
418183
Tackling Third Party Harassment. ... These provisions made employers liable for the harassment of their employees by third parties, such as customers or clients, where unwanted conduct had taken place on two previous occasions and the employer had failed to take reasonably practicable steps to prevent it..
16775
['Unethical Leadership.', 'Toxic Workplace Culture.', 'Discrimination and Harassment.', 'Unrealistic and Conflicting Goals.', 'Questionable Use of Company Technology.']
316183
Whistleblowers are protected from retaliation for disclosing information that the employee or applicant reasonably believes provides evidence of a violation of any law, rule, regulation, gross mismanagement, gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety.
967946
Federal Legal protections for whistleblowers were enacted through the Whistleblower Protection Act of 1989. The law offers the whistleblower some protection from criminal prosecution and administrative retaliation, such as firing or demotion. ... Despite these legal efforts, the law isn't perfect.
47860
The short answer is yes. Legally speaking, supervisors and managers are allowed to yell at employees. However, when that yelling is about or against a protected class, the yelling may qualify as harassment. ... A supervisor may be angry or frustrated about the lack of productivity from their employees.
1067998
In most jurisdictions, an employer can be vicariously liable for an employee's negligence but will not be liable for intentionally wrongful or criminal acts, such as assault, unless the employee's intentionally wrongful acts were either required by the employment or foreseeable.
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Federal employees may "like," "share," "tweet," or "retweet" their opinions on current events and partisan political activity as long as: they do not do so while in the workplace or on duty; they do not refer to their title or position in the government while doing so; and they are not soliciting political ...