Employment discrimination

Sanford Heisler Sharp Files $10 Million Lawsuit Against The Waterford School for Failure to Protect Female Student With Disabilities Raped by Male Classmate

Monday, August 3, 2020 - 4:30pm

The case brought by the former student was filed in Utahs Third District Court in Salt Lake County.

Key Points: 
  • The case brought by the former student was filed in Utahs Third District Court in Salt Lake County.
  • According to the filing, Waterford was aware of and clearly understood Tabithas medical issues and promised the family they would accommodate her needs.
  • By any standards, Waterford consistently failed to protect Tabitha, yet the school often used her as a poster child for disability inclusion in its marketing and recruiting materials.
  • Sanford Heisler Sharp focuses on employment discrimination, wage and hour, whistleblower, criminal/sexual violence, and financial services matters.

SHI Named One of Forbes’ Best Employers for Women 2020

Friday, July 31, 2020 - 9:25pm

SHI International , one of North Americas largest IT solutions providers, has been recognized on Forbes list of Americas Best Employers for Women 2020.

Key Points: 
  • SHI International , one of North Americas largest IT solutions providers, has been recognized on Forbes list of Americas Best Employers for Women 2020.
  • The participants assessed their companies efforts in handling topics relevant to women, including discrimination, family support, flexibility, parental leave, pay equity, and representation and careers.
  • SHI, as the largest minority woman-owned business in the U.S., has long supported programs that empower women in the workplace.
  • SHIs employees founded WiSH (Women in SHI), an organization that aims to connect and celebrate the diversity of women in technology.

Mary Kay Inc. Advocates for Women’s Empowerment, Safe and Dignified Work Environments at International Women’s Forum – TIME’S UP UK Virtual Event

Wednesday, July 22, 2020 - 1:00pm

On May 21st, Mary Kay Inc. , an advocate for global womens empowerment and entrepreneurship, joined the International Women's Forum (IWF) Virtual Conference, for a session titled SAFE SETS: An online panel discussion with TIMES UP UK.

Key Points: 
  • On May 21st, Mary Kay Inc. , an advocate for global womens empowerment and entrepreneurship, joined the International Women's Forum (IWF) Virtual Conference, for a session titled SAFE SETS: An online panel discussion with TIMES UP UK.
  • TIMES UPs efforts will help bring about broader change for women in the workplace worldwide and across industries, said Carolyn Passey, General Manager of Mary Kay UK and Ireland.
  • TIMES UP is an organisation that insists on safe, fair and dignified work for women of all kinds.
  • Championed by the TIMES UP movement and others, the firm advocates for safe, fair and dignified work for everyone.

Westat Continues the Medical Expenditure Panel Survey-Household Component (MEPS-HC)

Wednesday, July 15, 2020 - 3:00pm

ROCKVILLE, Md., July 15, 2020 /PRNewswire-PRWeb/ --The Agency for Healthcare Research and Quality (AHRQ) has awarded Westat the Medical Expenditure Panel Survey-Household Component (MEPS-HC).

Key Points: 
  • ROCKVILLE, Md., July 15, 2020 /PRNewswire-PRWeb/ --The Agency for Healthcare Research and Quality (AHRQ) has awarded Westat the Medical Expenditure Panel Survey-Household Component (MEPS-HC).
  • Westat will make the MEPS-HC multimode capable, and will improve event reporting, as well as computer-assisted personal interviewing (CAPI) design and operations.
  • "Westat is honored to continue to execute the core work of MEPS-HC as well as implement continuous improvements, collaborating closely with AHRQ.
  • Westat provides innovative professional services support to clients in addressing challenges to improve outcomes in health, education, social policy, and transportation.

New Paper Identifies Flaws in Disaster Protection for Workers' Credit Act of 2020 and Prescribes Fixes

Tuesday, June 30, 2020 - 5:53pm

His recent paper, " Economic Impacts of a Moratorium on Consumer Credit Reporting ," examines H.R.

Key Points: 
  • His recent paper, " Economic Impacts of a Moratorium on Consumer Credit Reporting ," examines H.R.
  • 6370 and S. 3508 , ''Disaster Protection for Workers' Credit Act of 2020,'' and uncovers what he says are significant flaws.
  • If enacted, the measures would impose a moratorium on credit reporting of "adverse information" for as long as we are in the coronavirus crisis.
  • "A credit reporting moratorium would disproportionately harm low-income and minority consumers with marginal credit already struggling to maintain access to credit due to market responses to this legislation," he explains.

Organizational Factors and Personal Agency Influence Men's Willingness to Interrupt Sexism

Thursday, June 25, 2020 - 2:29pm

In the report, Catalyst , the global expert in accelerating progress for women through workplace inclusion, delves into the role these factors play in influencing men's reactions to workplace sexism.

Key Points: 
  • In the report, Catalyst , the global expert in accelerating progress for women through workplace inclusion, delves into the role these factors play in influencing men's reactions to workplace sexism.
  • According to the report, Interrupting Sexism at Work: What Drives Men to Respond Directly or Do Nothing?, "personal agency"a sense of control over one's actions, decisions, and impactsis directly linked to men's intent to take direct action to confront workplace sexism.
  • In addition, a negative organizational climate is a factor that stifles men in interrupting sexism, increasing the likelihood that they do nothing.
  • Additionally, 27 men working across ranks and industries in Canada were interviewed about their experiences with interrupting sexism in the workplace.

Supreme Court Rules that LGBTQ Employees Deserve Workplace Protections–More Progress is Needed to Combat Unfairness and Disparity

Tuesday, June 16, 2020 - 9:00pm

Bostock resolved the issue through analysis of three cases:R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission, where Aimee Stephens worked as a funeral director at R.G. & G.R. Harris Funeral Homes.  When Aimee informed the funeral home’s owner that she was transgender, the business owner fired her, saying it would be “unacceptable” for her to appear and behave as a woman. Altitude Express v. Zarda, where Donald Zarda, a skydiving instructor in Long Island, N.J., was fired from his job because of his sexual orientation. Bostock v. Clayton County, where Gerald Lynn Bostock was fired from his job as a county child welfare services coordinator when his employer learned Gerald is gay. Helpful Resources // “Big Data” and the Risk of Employment Discrimination, by Allan King & Marko Mrkonich, grappling with the many ways employers use correlative methods of analyzing big data, and how those efforts are in tension with Title VII, the to the extent the correlations those methods discover overlap with protected employee characteristics.Big Data for All: Privacy and User Control in the Age of Analytics, by Omer Tene and Jules Polonetsky, noting that inaccurate, manipulative, or discriminatory conclusions may be drawn from perfectly innocuous, accurate data—and like any interpretative process, algorithms are subject to error, inaccuracy, and bias.The Real Cost of LGBT Discrimination, by the World Economic Forum, recognizing that discrimination doesn’t just harm individuals—but also families, companies, and entire countries. Challenges for Mitigating Bias in Algorithmic Hiring, by The Brookings Institution, recognizing that, in instances of disparate impact caused by automated decision making, there are numerous bars to relief, including the fact that (1) plaintiffs may not have sufficient information to suspect or demonstrate disparate impact; (2) it is unclear whether predictive validity is sufficient to defend against a claim of disparate impact;and (3) many proposed solutions to mitigating disparities from screening decisions require knowledge of legally protected characteristics.Lessons from Fair Lending Law for Fair Marketing and Big Data, by Peter Swire, explaining that fair lending laws provide guidance as to how to approach discrimination that allegedly has an illegitimate, disparate impact on protected classes; furthermore data can plays an important role in being able to assess whether a disparate impact exists. Algorithmic Fairness, by the Software & Information Industry Association, explaining that automated decision making can be designed and used in ways that preserve fairness for all, but this will not happen automatically–getting those outcomes requires designing those features and using them in ways that preserve these values. Todays 6-3 ruling aligns with Obama-era protections, including a 2014 executive order extending Title VII protections to LGBTQ individuals working for the federal contractors.

Key Points: 
  • Bostock resolved the issue through analysis of three cases:
    • R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment Opportunity Commission, where Aimee Stephens worked as a funeral director at R.G. & G.R. Harris Funeral Homes.  When Aimee informed the funeral home’s owner that she was transgender, the business owner fired her, saying it would be “unacceptable” for her to appear and behave as a woman. 
    • Altitude Express v. Zarda, where Donald Zarda, a skydiving instructor in Long Island, N.J., was fired from his job because of his sexual orientation. 
    • Bostock v. Clayton County, where Gerald Lynn Bostock was fired from his job as a county child welfare services coordinator when his employer learned Gerald is gay. 
  • Helpful Resources // 
    • “Big Data” and the Risk of Employment Discrimination, by Allan King & Marko Mrkonich, grappling with the many ways employers use correlative methods of analyzing big data, and how those efforts are in tension with Title VII, the to the extent the correlations those methods discover overlap with protected employee characteristics.
    • Big Data for All: Privacy and User Control in the Age of Analytics, by Omer Tene and Jules Polonetsky, noting that inaccurate, manipulative, or discriminatory conclusions may be drawn from perfectly innocuous, accurate data—and like any interpretative process, algorithms are subject to error, inaccuracy, and bias.
    • The Real Cost of LGBT Discrimination, by the World Economic Forum, recognizing that discrimination doesn’t just harm individuals—but also families, companies, and entire countries. 
    • Challenges for Mitigating Bias in Algorithmic Hiring, by The Brookings Institution, recognizing that, in instances of disparate impact caused by automated decision making, there are numerous bars to relief, including the fact that (1) plaintiffs may not have sufficient information to suspect or demonstrate disparate impact; (2) it is unclear whether predictive validity is sufficient to defend against a claim of disparate impact;and (3) many proposed solutions to mitigating disparities from screening decisions require knowledge of legally protected characteristics.
    • Lessons from Fair Lending Law for Fair Marketing and Big Data, by Peter Swire, explaining that fair lending laws provide guidance as to how to approach discrimination that allegedly has an illegitimate, disparate impact on protected classes; furthermore data can plays an important role in being able to assess whether a disparate impact exists. 
    • Algorithmic Fairness, by the Software & Information Industry Association, explaining that automated decision making can be designed and used in ways that preserve fairness for all, but this will not happen automatically–getting those outcomes requires designing those features and using them in ways that preserve these values. 
    • Todays 6-3 ruling aligns with Obama-era protections, including a 2014 executive order extending Title VII protections to LGBTQ individuals working for the federal contractors.
    • Sex plays a necessary and undisguisable role in the decision, exactly what Title VII forbids.
    • Today is a great day for the LGBTQ community and LGBTQ workers across the nation.
    • The United States Supreme Court decision could not have come at a better time given the current COVID-19 crisis and the protests taking place across the country.
    • However, there still remains much work to be done, especially around the areas of data and surveillance tools.
    • However, it is now more critical than ever to address data-driven unfairness that remains legally permissible and harmful to the LGBTQ community.
    • The report recognizes that discriminatory decisions and resulting unfairness as determined by algorithms can lead to distinct collective and societal harms.
    • As organizations commit to LGBTQ protections, an adherence to data protection and fairness principles are one way to battle systemic discrimination.
    • These principles include ensuring fairness in automated decisions, enhancing individual control of personal information, and protecting people from inaccurate and biased data.
  • Supreme Court Rules that Employment Discrimination Based on Sexual Orientation and Gender Identity Violates 1964 Civil Rights Act

    Tuesday, June 16, 2020 - 1:20pm

    Fenway Health CEO Ellen LaPointe offered the following statement:

    Key Points: 
    • Fenway Health CEO Ellen LaPointe offered the following statement:
      "Fenway Health applauds this decision as a critically important affirmation that all people regardless of their sexual orientation or gender identity are entitled to protection from employment discrimination.
    • The ruling will have a far-reaching and positive impact on the lives of LGBTQIA+ people, especially Black, Latinx, and other LGBTQIA+ people of color who are disproportionately impacted by employment discrimination.
    • "Discrimination on the basis of sexual orientation and gender identity is a major public health concern.
    • Discrimination in employment can limit or eliminate access to affordable health care insurance.

    Islamic Research and Training Institute Partners with Samsung-backed Blocko's E24P to Launch Blockchain-based Smart Credit Management Platform to Boost Islamic Finance Sector

    Monday, June 15, 2020 - 5:46pm

    The Smart Credit Management System will be based on smart contracts on the Aergo blockchain.

    Key Points: 
    • The Smart Credit Management System will be based on smart contracts on the Aergo blockchain.
    • Allow creditors to reduce credit default rate to improve overall business performance and accelerate efforts in areas of financial inclusion.
    • Integrate siloed functions in the financing process including credit reporting, credit rating, credit history, and credit insurance to reduce costs and improve efficiency.
    • The Islamic Research and Training Institute (IRTI) is a Member of the Islamic Development Bank (IsDB) Group dedicated to knowledge creation and dissemination in Islamic Economics and Finance.

    Islamic Research and Training Institute Partners with Samsung-backed Blocko's E24P to Launch Blockchain-based Smart Credit Management Platform to Boost Islamic Finance Sector

    Monday, June 15, 2020 - 5:43pm

    The Smart Credit Management System will be based on smart contracts on the Aergo blockchain.

    Key Points: 
    • The Smart Credit Management System will be based on smart contracts on the Aergo blockchain.
    • Allow creditors to reduce credit default rate to improve overall business performance and accelerate efforts in areas of financial inclusion.
    • Integrate siloed functions in the financing process including credit reporting, credit rating, credit history, and credit insurance to reduce costs and improve efficiency.
    • The Islamic Research and Training Institute (IRTI) is a Member of the Islamic Development Bank (IsDB) Group dedicated to knowledge creation and dissemination in Islamic Economics and Finance.