When you're dealing with a peer's or superior's unwanted advances, it can be hard to want to do your work. You might feel scared, angry or frustrated by the situation. It can be embarrassing not to be able to put a stop to the behaviors that are bothering you.
It's not always easy to find out if you're being discriminated against or if your supervisor or coworkers simply don't like you. When someone doesn't like you, they may not treat you fairly, and it may have nothing to do with how you look or other aspects about you.
Though it isn't discussed as much as it should be, men can absolutely be victims of sexual harassment in the workplace. In fact, a report from 2018 showed that men accounted for around one in five complaints about workplace sexual harassment in the United States.
You work in construction, which means that it's important for you to understand the Contract Work Hours and Safety Standards Act, or CWHSSA. This is a basic act that requires all subcontractors and contractors to pay their mechanics and laborers, guards and watchmen one-half times their base pay for any hours worked over 40 in one workweek.
You were starting your first day of work when you met the person who would be training you. They were nice to you, and you felt comfortable asking questions and getting to know your position.
When you think about workplace discrimination, you might immediately think of people of different races or people who look different being treated badly just because of who they are. You may not think immediately of the lesbian, bisexual, gay and transgender (LBGT) community or the impact that discrimination can still have on them today.
With the onset of the COVID-19 pandemic, many employees have rightly begun questioning their safety in the workplace. Whether you were on duty at the outset prior to Governor Whitmer's "Stay Home, Stay Safe" Executive Order (EO 2020-21) or an essential employee who is still working to this very day, you have the right to a safe and sanitary workplace. Several laws have been passed that protect your right to report such issues in the workplace without fear of retaliation or reprisal.
In the wake of the COVID-19 Virus, the federal government is passing many laws to combat the effects that the Virus is having on workers. On March 18, 2020, Congress recently passed the Families First Coronavirus Response Act (FFCRA), which in part provides paid leave under particular circumstances. The new benefits can be broken into two major new rights: the Emergency FMLA Expansion and the Emergency Paid Sick Leave provision. Both provisions ensure that you can utilize these benefits and your job will be protected absent a few exceptions. These benefits are effective April 2, 2020 and end December 31, 2020. In this blog, we will outline what employers are covered, what exactly the new benefits are, and in what situations they can be utilized.
While the issue of workplace discrimination has been garnering more attention in Michigan, incidents and behaviors continue to negatively impact workers. Many of these are obvious violations of employment law. The Equal Opportunity Employment Commission received nearly 72,700 complaints about workplace discrimination in 2019. This number does not factor in complaints to local agencies.
A diverse workforce in Michigan does not necessarily guarantee that discrimination will not occur. A survey of employees by Glassdoor conducted in 2019 revealed that three-quarters of employees considered themselves to be part of diverse workforces. Three-fifths of respondents, however, reported that they had been subject to age, gender, race or LGBTQ discrimination or had seen it happen to others.