One who is familiar with, work-place discrimination (age, gender, national origin, harrassment, etc);defamation; wrongful termination; and, violation of FMLA ACT.
210341
Not knowing where you're from, I can't make a specific recommendation.  I would go to Yahoo!'s home page and type in "lawyer referral service" and "<the name of the city or state that you live in>".
235259
Everyone is talking about sex discrimination in the work place and I see you say one of the focuses is on rape.\n\nWhat about when a woman cries rape and the defending attorney questions what she was wearing, what she might have said to the guy to "lead him on", and her sexual past. And yet the man's sexual past (unless he has a criminal history) does not get revealed or discussed in open court?
112771
Check out this site (Department of Labor) for all the infromation you could possibly want to know on FMLA.\n\nhttp://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/toc.htm
649981
I don't think they are allowed to fire you based on that because it would be discrimination.  That doesn't mean that they can't come up with some other stupid reason instead.  Just be careful and consult an attorney just in case.
417735
that is a definite case of discrimination.
347337
Racial harrassment.  And yes, the company can get in trouble for it.\n\nTalk to your boss, his boss, etc.  Seek a legal solution or file a formal complaint if all that doesn't work.  If all else fails, find another job.\n\nGood luck!
207008
Employment Law Information Network: www.elinfonet.com\nOffers tons and tons of articles on employment law, organized by state and federal.  Happy researching.
370393
I agree is sounds like she is targeting you. Speak to a supervisor or the Human resources department at your work. What applies for one employee applies to all, and if she is saying explicit things even on her break..if it is in the workplace and in earshot of someone who may not find it appropriate, it still counts, break or not. Dont necesarily file a complaint on her unless you have to, or she does or says something extremely inappropriate. you dont want to stoop to her level. But at least make it known to the person you speak to about this matter the entire situation. Iwould explain like you explained in your question on here. It was well put. Or even write it out first on the computer or a peice of paper in case you remember other thigns before you speak to someone. Good luck with you situation. You should not have to put up with that behavior. I can't stand people like that.
578789
Unless you give us a clue as to what country or US state you are talking about, I'm afraid no one can answer your question beyond the obvious: she can complain in writing to her superiors and to whatever body exists to handle such complaints, if there is one.
80986
Many things in Government seem to be a true Catch 22 when you are working for them.  For discrimination in the Work Place you have the Labor Board in your area also the American Civil Liberties Union will look into cases such as discrimination.  To do anything in Government may however result in your cutting your throat,(so to speak), should you follow through with a complaint.  Good Luck.
270531
I have done research on this and the two questions that are allowable by law are:\n\n1) Verify dates of employment\n\n2) Is this individual eligible to be rehired? \n\nHowever, there are many ways to get the information needed. Everyone knows someone who knows someone, and it goes on and on. If you fudge on numbers on your resume', job history, or on an application, it can be verified and then you are seen as a risk due to being dishonest. It's always best to answer honestly!
469430
Before you get itchy feet to sue\n\nPosting requirements vary by statute.  Not all employers are covered by each of the Department of Labor's statutes and therefore may not be required to post a specific notice.  For info on coverage and requirements you can contact the Office of Small Business Programs or check government statutes for your area.\n\nAs for the racial jokes - very inapporpriate.  Discuss this with your immediate supervisor and explain your feelings.  Also be certain to inform your Human Resources department of the incidient.  Does your company have a union?  This might be an option especially if you don't get any results from your supervisor and/or HR personnel.  \n\nYou can also contact the Equal Opportunity Employment Commission and have them check into this matter. \n\nWhatever the case - the jokes need to cease and the company can use a sensitivity training in accepting Diversity.
5221
In most states, that would NOT be legal, it would be considered a sexual assualt in some jurisdictions.\nIn any case, you do not want to give this person a valid reason to say terrible things if someone asks for a reference, or to file a complaint with law enforcement.\nLet it go.
409544
"I talked to my employer and he told me that this individual had harassed people in this way before, but he was not going to do anything about it, and if I couldn't handle it I should quit."\n\nGet this is writing from the employer then you can go to your state's  workforce commission and file a formal complaint.  Send your complaint in an e-mail and give the employer time to respond.\n\nDon't take any cr*p but you also must have solid ground on which to fight. Good luck.
11711
I think:  1. Document the date and behavior. 2. Talk to someone in human resources.  Depending on the workplace, there may also be an outside consultant who acts as the "ombudsperson" for gender and equity issues. 3. Keep a record in case you need to go to the EEOC (Equal Employment and Opportunity Commission).\n\nI would not talk to colleagues about the offensive behavior because I think that could only make the situation more confusing and possibly worse.  This is something that needs to be handled quietly between employee and boss, but the situation definitely shouldn't be ignored for important reasons.  First, it creates an uncomfortable and possibly hostile work environment for the worker, and she could suffer emotionally and psychologically as a result and her productivity may go down, too.  Second, the boss may have a pattern of sexually harassing his employees, and that needs to be addressed.  She may not be the first person.  Harassment is an issue of power, not of sexual attraction.\n\nGood luck regardless.  It's a tough situation.
288945
Yes.  They can fire you for any reason except a prohibited reason protected under law (for race, gender, disability, age, etc.)
122525
They can't ask anything related to age, sex, sexual orientation, marital status, national origin or disabilities:\n\nIllegal questions\nSome questions are illegal for an employer to ask before a conditional offer of employment. According to the Minnesota Human Rights Act, at Minnesota Statutes, section 363.03, subdivision 1(4)(a), these may include the following questions:\n\nExamples of illegal questions \nWhat is your age or date of birth?  \nWhat is your sexual orientation? \nWhat church do you attend? \nWhat is your national origin?  \nWhat is your maiden name?  \nWhat is your marital status (Circle one: Ms, Mrs., or Miss)?  \nAre you widowed, divorced, or separated?  \nWhat is or was your spouse's name and/or job?  \nHave you ever filed a workers' compensation claim?  \nDo you have any physical impairments or disabilities that would prevent you from performing the job for which you are applying?