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Journal articles on the topic 'Massachusetts commission against discrimination in employment'

Author: Grafiati

Published: 4 June 2021

Last updated: 28 July 2025

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1

Thompson, Kerri A. "Countenancing Employment Discrimination." Texas A&M Law Review 8, no. 1 (2020): 63–88. http://dx.doi.org/10.37419/lr.v8.i1.2.

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Employing facial recognition technology implicates anti-discrimination law under Title VII of the Civil Rights Act when used as a factor in employment decisions. The very technological breakthroughs that made facial recognition technology commercially viable—data compression and artificial intelligence— also contribute to making facial recognition technology discriminatory in its effect on members of classes protected by Title VII. This Article first explains how facial recognition technology works and its application in employee background checks. Then, it analyzes whether the use of facial r

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Lyerly, Eric. "Prevent discrimination against employees, applicants with visual and hearing disabilities." Campus Legal Advisor 24, no. 2 (2023): 3–14. http://dx.doi.org/10.1002/cala.41189.

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The U.S. Equal Employment Opportunity Commission recently issued new guidance documents on how the Americans with Disabilities Act applies to employees and job applicants with visual (bit.ly/3Otf0oe) and hearing (bit.ly/44eidy6) disabilities.

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Lyerly, Eric. "Avoid discrimination against employees/applicants with visual and hearing disabilities." Disability Compliance for Higher Education 29, no. 3 (2023): 1–4. http://dx.doi.org/10.1002/dhe.31588.

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The U.S. Equal Employment Opportunity Commission recently issued new guidance documents on how the Americans with Disabilities Act applies to employees and job applicants with visual (https://bit.ly/3Otf0oe) and hearing disabilities (https://bit.ly/44eidy6).

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4

Baptiste, Bala James. "Banging on the Door." Resonance: The Journal of Sound and Culture 6, no. 1 (2025): 30–47. https://doi.org/10.1525/res.2025.6.1.30.

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This study concerns the racial integration of radio broadcasting in the United States. It explores the federal government’s role in prohibiting station owners from discriminating against African Americans regarding employment. It argues that the federal government played a leading role in laying the foundation for Black people to enter full-time employment in broadcasting. President Lyndon B. Johnson enacted the Civil Rights Act of 1964, which established the Equal Employment Opportunity Commission. The EEOC provided investigatory authority and later prosecutorial power to enforce antiracial d

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McMahon, Brian T., Steven L. West, Linda R. Shaw, Kay Waid-Ebbs, and Lisa Belongia. "Workplace discrimination and traumatic brain injury: The national EEOC ADA research project." WORK: A Journal of Prevention, Assessment & Rehabilitation 25, no. 1 (2005): 67–75. https://doi.org/10.3233/wor-2005-00483.

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Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with traumatic brain injury is documented. Researchers compare and contrast the key dimensions of workplace discrimination involving Americans with traumatic brain injury and persons with other physical, sensory, and neurological impairments. Specifically, the researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e.,

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Bruyère, Susanne M., Sarah von Schrader, Wendy Coduti, and Melissa Bjelland. "United States Employment Disability Discrimination Charges: Implications for Disability Management Practice." International Journal of Disability Management 5, no. 2 (2010): 48–58. http://dx.doi.org/10.1375/jdmr.5.2.48.

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AbstractIt is 20 years since the passage of the Americans With Disabilities Act, yet employment and economic inequities continue for people with disabilities. The purpose of this article is to inform and encourage disability management leading practices to contribute toward reducing these disparities. The approach is an examination of where in the employment process applicants and incumbent employees perceive employment disability discrimination, leading to the filing of charges against an employer. Employment disability discrimination claims filed by individuals over 15 years (1993–2007) with

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Unger, Darlene D., Leanne R. Campbell, and Brain T. McMahon. "Workplace discrimination and mental retardation: The national EEOC ADA research project." Journal of Vocational Rehabilitation 23, no. 3 (2005): 145–54. http://dx.doi.org/10.3233/jvr-2005-00304.

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Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with mental retardation is documented. Researchers compare and contrast the key dimensions of workplace discrimination involving Americans with mental retardation and persons with other physical, sensory, and neurological impairments. Specifically, the researchers examine demographic characteristics of the CPs; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of adverse acti

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Kristl Davison, H., and Mark N. Bing. "Obesity: Disability or Public Health Crisis?" Industrial and Organizational Psychology 6, no. 1 (2013): 96–99. http://dx.doi.org/10.1111/iops.12016.

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In their article, Ruggs, Law, Cox, Roehling, Wiener, Hebl, and Barron (2013) address a number of underresearched groups that are subject to discrimination. We applaud the authors for calling attention to the neglected groups in the study of discrimination. However, it is likely that researchers have neglected some of these groups for practical reasons as the discrimination against these groups is either less intense or less widespread. For example, religious discrimination has accounted for between 2% and 4% of Equal Employment Opportunity Commission (EEOC) charges, whereas race and sex discri

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Tartaglia, Alexander, Brian T. McMahon, Steven L. West, Lisa Belongia, and Lorena Shier Beach. "Workplace discrimination and healthcare: The national EEOC ADA research project." Journal of Vocational Rehabilitation 27, no. 3 (2007): 163–69. http://dx.doi.org/10.3233/jvr-2007-00395.

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Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with disabilities within the Healthcare industry is explored. Specifically, the researchers examined discrimination allegations closed with and without merit associated with each of the nine Standard Identification Classification code healthcare service groups. Allegations made against skilled nursing, intermediate care, and personal care facilities, particularly those in the Southern region of the United States, were more likely to close with merit than tho

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McMahon, Brian T., Steven L. West, Mehdi Mansouri, and Lisa Belongia. "Workplace discrimination and diabetes: The EEOC Americans with Disabilities Act research project." WORK: A Journal of Prevention, Assessment & Rehabilitation 25, no. 1 (2005): 9–18. https://doi.org/10.3233/wor-2005-00477.

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Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with diabetes is documented. Researchers compare and contrast the key dimensions of workplace discrimination involving Americans with diabetes and persons with other physical, sensory, and neurological impairments. Specifically, the researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of adverse action) all

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Chan, Fong, Brian T. McMahon, Gladys Cheing, David A. Rosenthal, and Jill Bezyak. "Drivers of workplace discrimination against people with disabilities: The utility of Attribution Theory." WORK: A Journal of Prevention, Assessment & Rehabilitation 25, no. 1 (2005): 77–88. https://doi.org/10.3233/wor-2005-00484.

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The purpose of this paper was to determine what drives workplace discrimination against people with disabilities. These findings are then compared to available literature on attribution theory, which concerns itself with public perceptions of the controllability and stability of various impairments. The sample included 35,763 allegations of discriminations filed by people with disabilities under the employment provisions of the Americans with Disabilities Act. Group A included impairments deemed by Corrigan et al. [1988] to be uncontrollable but stable: visual impairment (representing 13% of t

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McCorquodale, John. "The Myth of Mateship: Aborigines and Employment." Journal of Industrial Relations 27, no. 1 (1985): 3–16. http://dx.doi.org/10.1177/002218568502700101.

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Historically, Aborigines have suffered legislative restrictions and discrimination in every phase of employment, from the kind of work they could lawfully undertake, to wages, accommodation and workers compensation. Unions have offered little or no support to black workers, and employers have been aided by court decisions based on racist stereotypes. Legislation enshrined unconscionable employment practices by government and private employers alike. An examination of all relevant legislation for Western Australia and New South Wales from the earliest times reveals a perpetuation of economic in

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McKenna, Maureen A., Ellen Fabian, Jessica E. Hurley, Brian T. McMahon, and Steven L. West. "Workplace discrimination and cancer." WORK: A Journal of Prevention, Assessment & Rehabilitation 29, no. 4 (2007): 313–22. https://doi.org/10.3233/wor-2007-00688.

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Data from the Equal Employment Opportunity Commission (EEOC) Integrated Mission System database were analyzed with specific reference to allegations of workplace discrimination filed by individuals with cancer under ADA Title One. These 6,832 allegations, filed between July 27, 1992 and September 30, 2003, were compared to 167,798 allegations from a general disability population on the following dimensions: type of workplace discrimination; demographic characteristics of the charging parties (CPs); the industry designation, location, and size of employers; and the outcome or resolution of EEOC

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Van Wieren, Todd A., Christine A. Reid, and Brian T. McMahon. "Workplace discrimination and autism spectrum disorders: The National EEOC Americans with Disabilities Act Research project." WORK: A Journal of Prevention, Assessment & Rehabilitation 31, no. 3 (2008): 299–308. https://doi.org/10.3233/wor-2008-00784.

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Using the Integrated Mission System of the Equal Employment Opportunity Commission (EEOC), the employment discrimination experience of Americans with autism spectrum disorders (ASDs) is documented for Title I of the Americans with Disabilities Act. The researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of complaint) alleged to occur; and the legal outcome or resolution of these complaints. Researchers compare and contrast these key dimensio

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Rumrill, Phillip D., Richard T. Roessler, Brian T. McMahon, and Shawn M. Fitzgerald. "Multiple sclerosis and workplace discrimination: The national EEOC ADA research project." Journal of Vocational Rehabilitation 23, no. 3 (2005): 179–87. http://dx.doi.org/10.3233/jvr-2005-00308.

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Information from the Integrated Mission System of the United States Equal Employment Opportunity Commission (EEOC) was used to investigate the employment discrimination experience of Americans with multiple sclerosis (MS) in comparison to Americans with other physical, sensory, and neurological impairments. Specifically, the researchers examined demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom allegations were filed; the nature of discrimination (i.e., type of adverse action) alleged to occur; and the legal outcome or r

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West, Steven L., Brian T. McMahon, Eugenio Monasterio, Lisa Belongia, and Kelley Kramer. "Workplace discrimination and missing limbs: The national EEOC ADA research project." WORK: A Journal of Prevention, Assessment & Rehabilitation 25, no. 1 (2005): 27–35. https://doi.org/10.3233/wor-2005-00479.

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Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with missing limbs is documented. Researchers compare and contrast the key dimensions of workplace discrimination involving Americans with missing limbs and persons with back and other non-paralytic orthopedic impairments. Specifically, the researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of adverse act

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Akhtar, Zia. "Discrimination in employment, religious symbols and the “actual knowledge” of the employer." International Journal of Discrimination and the Law 19, no. 2 (2019): 125–49. http://dx.doi.org/10.1177/1358229119837470.

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The Title VII of the US Civil Rights Act of 1964, 42 U.S.C. section 2000e, et seq., as amended (“Title VII”), prohibits employers with at least 15 employees (including private sector, state, and local government employers), as well as employment agencies, unions, and federal government agencies, from discriminating in employment based on race, color, religion, sex, or national origin. It also prohibits retaliation against persons who complain of discrimination or participate in an Equal Employment Opportunity investigation. The US Equal Employment Opportunity Commission (EEOC) is responsible f

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Bao, Yige. "Constitutional safeguard research of female equal employment right in China- Based on the perspective of empirical investigation." Advances in Education, Humanities and Social Science Research 11, no. 1 (2024): 254. http://dx.doi.org/10.56028/aehssr.11.1.254.2024.

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Employment is the foundation of people's livelihood. As a basic human right, the right to equal employment has always been a top priority for constitutional protection. Female workers are an important part of the economy and society, and their equal employment is an important catalyst for economic development. Women's right to equal employment is an important element in realizing women's personal and social values, as well as an important element of the State's efforts to build a harmonious society. Compared with the early days of the founding of the People's Republic of China, the protection

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Rumrill Jr., Phillip D., Richard T. Roessler, Brian T. McMahon, Mary L. Hennessey, and Jeanne Neath. "Gender as a differential indicator of the employment discrimination experiences of Americans with multiple sclerosis." WORK: A Journal of Prevention, Assessment & Rehabilitation 29, no. 4 (2007): 303–11. https://doi.org/10.3233/wor-2007-00667.

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Information from the Integrated Mission System of the United States Equal Employment Opportunity Commission (EEOC) was used to investigate the employment discrimination experiences of women and men with multiple sclerosis (MS). Spanning the years 1992 to 2003, the EEOC database included 3,663 allegations of discrimination filed by 2,167 adults with MS. With respect to women and men with MS, the researchers examined the comparability of a) demographic characteristics; b) industry designations, locations, and size of employers; c) the nature of discrimination alleged; and d) the legal outcome or

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Knox, Robert, Michael O. Adams, Samuel Arungwa, and Gbolahan S. Osho. "A Practical Guide for Policy Analysis on Affirmative Action Policy." Journal of Public Administration and Governance 10, no. 3 (2020): 112. http://dx.doi.org/10.5296/jpag.v10i3.17200.

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The Act established, in pursuit of meeting it is proclamation, the Equal Employment Opportunity Commission. However, most employers did not abide by the act, and continued to discriminate against minorities and women with lower wages or refuse to hire them. If a minority reported the incident, usually there was nothing done to the employer. The United States office the Civil Rights Commission describes affirmative action as covering every degree of single termination of a discriminatory practice, that allows for race, national origin, sex, or disability, laterally with other benchmarks, and th

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Armstrong, Amy J., Brian T. McMahon, Steven L. West, and Allen Lewis. "Workplace discrimination and cumulative trauma disorders: The national EEOC ADA research project." WORK: A Journal of Prevention, Assessment & Rehabilitation 25, no. 1 (2005): 49–56. https://doi.org/10.3233/wor-2005-00481.

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Employment discrimination of persons with cumulative trauma disorders (CTDs) was explored using the Integrated Mission System dataset of the US Equal Employment Opportunity Commission. Demographic characteristics and merit resolutions of the Charging Parties (persons with CTD) were compared to individuals experiencing other physical, sensory and neurological impairments. Factors compared also included industry designation, geographic region, and size of Respondents against which allegations were filed. Persons with CTD had proportionately greater allegations among large Respondents (greater th

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Vierstra, Courtney V., Phillip D. Rumrill, Lynn C. Koch, and Brian T. McMahon. "Multiple chemical sensitivity and workplace discrimination: The national EEOC ADA research project." WORK: A Journal of Prevention, Assessment & Rehabilitation 28, no. 4 (2007): 391–402. https://doi.org/10.3233/wor-2007-00631.

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Information from the Integrated Mission System of the United States Equal Employment Opportunity Commission (EEOC) was used to investigate the employment discrimination experiences of Americans with multiple chemical sensitivity (MCS) in comparison to Americans in a general disability group with allergies, asthma, HIV, gastrointestinal impairment, cumulative trauma disorder and tuberculosis. Specifically, the researchers examined demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom allegations were filed; the nature of disc

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Melinia, Widya, and Sayyid Khairunas. "Abusive and Discriminative towards Disability People in the Greatest Showman Movie Directed by Michael Gracey." International Journal of English and Applied Linguistics (IJEAL) 3, no. 1 (2023): 16–27. http://dx.doi.org/10.47709/ijeal.v3i1.2228.

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The objective of this research is to analyze how the abusive and discriminatory behavior portrayed in the movie towards persons with disabilities, as well as the effects of abusive behavior and discrimination. This study used a descriptive-qualitative method, with the primary source being the original video of The Greatest Showman and secondary data coming from books, articles, and journals on the internet. Data collection was carried out by watching films and understanding the movie’s dialogue several times, as well as making observations to deepen issues that are relevant to the main issues

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Lee, Sodam, Sora Shin, and YooJin Aum. "The Effect of Human Rights Education on Disabled Youth Human rights Behavior." Korean Association of Public Safety and Criminal Justice 32, no. 3 (2023): 283–306. http://dx.doi.org/10.21181/kjpc.2023.32.3.283.

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As a result of the survey on human rights awareness in Korea, the disabled ranked second among the groups that are subject to human rights violations or discrimination. Human rights violations and discrimination against the disabled were the highest in the 2022 National Human Rights Commission of Korea's human rights survey. The respect for human rights of the disabled was significantly lower than that of the socially disadvantaged groups such as women, children, adolescents, and the elderly. In addition, it was found that education on human rights for the “disabled” is the most urgent among h

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Bowe, Frank G., Brian T. McMahon, Tai Chang, and Ioanna Louvi. "Workplace discrimination, deafness and hearing impairment: The national EEOC ADA research project." WORK: A Journal of Prevention, Assessment & Rehabilitation 25, no. 1 (2005): 19–25. https://doi.org/10.3233/wor-2005-00478.

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Data compiled by the US Equal Employment Opportunity Commission (EEOC), in its Integrated Mission System, provide documentation regarding the employment discrimination experience of Americans who are deaf or hard of hearing. This paper presents an analysis of 8,936 allegations filed by persons with hearing impairment and closed by EEOC between July 26, 1992 and September 30, 2003, as compared to 165,674 allegations filed by individuals with other physical or sensory disabilities. The investigators compare and contrast demographic characteristics of Charging Parties, characteristics of Responde

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Gallozzi, Marialuisa S. "Boureslan v. Aramco." American Journal of International Law 83, no. 2 (1989): 375–80. http://dx.doi.org/10.2307/2202754.

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Plaintiff, a United States citizen employed in Saudi Arabia, brought an employment discrimination suit against defendant, a U.S. corporation, alleging violations of title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e (1982)). The U.S. Court of Appeals for the Fifth Circuit affirmed (per Davis, J.) the district court’s dismissal of the suit for lack of subject matter jurisdiction and held (two to one): (1) that neither the language nor the legislative history of title VII evinces a clearly expressed congressional intent to apply title VII outside U.S. borders; (2) that in the absence of

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Ferri, Delia, and Silvia Favalli. "Defining Disability in the European Union Nondiscrimination Legislation: Judicial Activism and Legislative Restraints." European Public Law 22, Issue 3 (2016): 541–67. http://dx.doi.org/10.54648/euro2016033.

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To date European Union anti-discrimination legislation, particularly the Employment Equality Directive (Directive 2000/78/EC), does not provide any clear definition of disability as a ground of discrimination. In the last few years, the Court of Justice of the European Union (CJEU) has attempted to fill this gap and discussed the concept of disability in several decisions, in the attempt to provide a definition of the ground of disability. The ratification by the European Union of the UN Convention on Rights of Persons with Disabilities (UNCRPD), has led to a clear overruling in the case law:

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Ruszkowski, Kelsey R. "Defining sex-based discrimination among strife between the Justice Department and the EEOC." International Journal of Discrimination and the Law 19, no. 3-4 (2019): 200–215. http://dx.doi.org/10.1177/1358229120904621.

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In the last few decades, US Supreme Court rulings have made strides for the advancement of the LGBT community. However, this community has yet to enjoy equality in the workplace due to its exclusion from Title VII protection. This article details the recent conflict between the Equal Employment Opportunity Commission (EEOC) and the Department of Justice in interpreting Title VII and how this conflict may make it difficult for the Supreme Court to reach a broad ruling concerning sex discrimination under Title VII. The EEOC relies on Supreme Court precedent concerning sex stereotyping to extend

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Park, Kwi-Cheon. "A Study on Major Issues of the System for Correcting against Gender Discrimination in Employment of Labor Relations Commission." Institute for Legal Studies 39, no. 2 (2022): 295–328. http://dx.doi.org/10.18018/hylr.2022.39.2.295.

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Goldman, Barry, Dylan Cooper, and Tamar Kugler. "Crime and punishment." International Journal of Conflict Management 30, no. 1 (2019): 2–23. http://dx.doi.org/10.1108/ijcma-04-2018-0055.

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Purpose A surprisingly large proportion of the working population of the USA consists of individuals with felony convictions. Moreover, the issue of employability of these individuals is compounded for minorities. This paper aims to present two experimental studies investigating whether minorities with felony backgrounds have a more difficult time being selected for employment than identically situated white applicants. The authors ground the paper in realistic group conflict theory. Results indicate discrimination is more acute against minorities with felony backgrounds than whites with the s

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Kostiuchenko, Olena Y., Olha V. Hots-Yakovlieva, and Julia O. Sayenko. "GENDER INEQUALITY IN HEALTHCARE IN TERMS OF EMPLOYMENT AND REMUNERATION: LEGAL MEANS OF OVERCOMING THE PROBLEM." Wiadomości Lekarskie 73, no. 12 (2020): 2810–15. http://dx.doi.org/10.36740/wlek202012218.

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The aim: To determine the nature of gender inequalities in the field of healthcare according to the criteria of employment and remuneration and to outline legal means to overcome this problem. Materials and methods: Reports of international organizations (World Health Organization, International Labour Organization, Organization for Economic Cooperation and Development); Ukrainian non-governmental organizations' reports and statistics of the State Statistics Service of Ukraine. The study is based on theoretical and empirical methods. Conclusions: To overcome the problems associated with gender

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D. Hristova, Svetlana, and Valentina Milenkova. "Exposure to and Self-Perceptions of the Risk of Discrimination and Social Exclusion in Access to Public Goods, Media, Healthcare and Employment." Postmodernism Problems 10, no. 3 (2020): 364–88. http://dx.doi.org/10.46324/pmp2003364.

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This paper examines the dimensions of social exclusion and the elements of self-perception of discrimination in access to public goods, employment, and in the media, which is juxtaposed with the priorities of the Bulgarian National Roma Integration Strategy (NRIS). The findings are based on the "National representative sociological survey for identifying and elaborating profiles of groups and communities most affected by the risk of discrimination, such as the Roma" carried out in 2017 by "BG ASSIST LTD" and a group of scientific researchers commissioned by the Commission for Protection agains

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Rumrill, Phillip D., Han Zhang, Jian Li, et al. "Workplace discrimination allegations and outcomes involving Caucasian Americans, African Americans, and Hispanic/Latinx Americans with multiple sclerosis: A causal comparative analysis." Journal of Vocational Rehabilitation 56, no. 1 (2022): 93–106. http://dx.doi.org/10.3233/jvr-211175.

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BACKGROUND: Although African Americans and Hispanic/Latinx Americans with multiple sclerosis (MS) frequently cite workplace discrimination as a major concern, the specific nature of this discrimination is not yet well understood. OBJECTIVE: The purpose of this study was to investigate racial/ethnic differences in allegations of workplace discrimination by Caucasian, African American, and Hispanic/Latinx American individuals with MS. METHODS: The United States Equal Employment Opportunity Commission (EEOC) Integrated Mission System (IMS) database was used to describe and compare the frequency a

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Pullin, Diana. "Learning to Work: The Impact of Curriculum and Assessment Standards on Educational Opportunity." Harvard Educational Review 64, no. 1 (1994): 31–55. http://dx.doi.org/10.17763/haer.64.1.l44t02622p7741gl.

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The increased involvement of business in fostering school reform, and the subsequent focus on setting standards for curriculum and assessment, raise a number of questions rooted in public policy and law. In this article, Diana Pullin provides a valuable analysis of the legal issues in current education reform proposals — the Secretary's Commission on Achieving Necessary Skills (SCANS), Goals 2000, and the report of the National Council on Education Standards and Testing (NCEST) — that attempt to link education and employment through assessment and curriculum. She also offers important insights

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Baraku, Irma, and Entela Hoxhaj. "The protection of the rights of Roma community, social policies and Albanian legal and institutional framework for their implementation." European Journal of Social Sciences Education and Research 3, no. 1 (2015): 72. http://dx.doi.org/10.26417/ejser.v3i1.p72-78.

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A considerable number of minorities, including Roma, live in Albania. The improvement of legislation and policies on minorities is one of the measures that our country has projected to take within the five priorities of the European Commission to Albania. Albania has approved legislation in conformity with international acts and has established mechanisms for the protection from discrimination of Roma people. The protection of minorities is guaranteed by the Albanian Constitution and the laws that provide for the respect of their rights. Albania has a large institutional framework for the prot

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Calitz, Karin. "Protection of employees against sexual harassment: The development, successes and shortcomings of the South African legal system." South African Law Journal 139, no. 4 (2022): 913–45. http://dx.doi.org/10.47348/salj/v139/i4a8.

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Despite extensive protection for employees against sexual harassment in the workplace, South African workplaces are still riddled with this harmful conduct. The severe consequences for victims and workplaces necessitate an analysis of the development of South African law to establish its successes, but also the shortcomings that continue to exist. Although there is a matrix of laws protecting employees against sexual harassment, the Employment Equity Act 55 of 1998, which regards harassment as a form of discrimination, is still the primary statute. In this article I argue that the tendency to

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Saifnazarova, Farida, and Ismail Saifnazarov. "Experience in addressing the gender issue in post-Soviet countries." Social Legal Studios 6, no. 3 (2023): 143–52. http://dx.doi.org/10.32518/sals3.2023.143.

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This article examines the experience of addressing the gender issue in countries formed after the collapse of the Soviet Union. Since the national and historical characteristics of all independent states are markedly different, the purpose of the paper is to study the challenges that women had to face, to identify the positive experience of the decision in each case as well as to identify the general trends of such decisions. On the basis of statistical data published by the competent authorities of both the independent states themselves and the Economic Commission for Europe, an analysis was

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Onuoha, Joachim Chukwuemeka. "The Constitutional Implications of the Indigeneity Syndrome and its Effects on the Political Stability of Nigeria." Constitutional Implications of the Indigeneity Syndrome and its Effects on the Political Stability of Nigeria 8, no. 12 (2023): 17. https://doi.org/10.5281/zenodo.10441822.

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In practical analysis, there are two categories of Nigerians cum Nigerians, to wit, the indigene and non indigene Nigerians. The indigenes of a particular locality are those who can trace their origin to the ancestors of the locality and they enjoy full citizenship rights therein, whereas the non-indigenes in the same locality are the latter-day settlers who are often denied those same rights irrespective of how long they have lived there. Invariably, the Nigerian Constitution is at the center of this citizenship quagmire. The Constitution provides and guarantees the citizens all the rights an

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Vipin, Zamvar. "Does the treatment of minority doctors by the UK regulator demonstrate Institutional Racism?" Sushruta Journal of Health Policy & Opinion 14, no. 2 (2021): 1–6. http://dx.doi.org/10.38192/14.2.9.

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In June 2021, an Employment Tribunal accepted the claim from the complainant that the UK regulator, the General Medical Council may have discriminated against a doctor based on his race, ethnicity or religion in their processes and outcomes. [1] This is perhaps the first time that such a claim of discrimination based on race, ethnicity or religion has been passed in the UK, hence this is hailed as a ‘landmark judgement’. It is not the first time that doctors have claimed that GMC and its processes demonstrate institutional racism. [2] The Kline report described the existence of ‘In groups and

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Berthon, Charles. "eu-alc Cooperation Efforts to Achieve Millennium Development Goal 3: “Promote Gender Equality and Empower Women”." InterNaciones, no. 14 (May 2, 2018): 39–57. http://dx.doi.org/10.32870/in.v0i14.7078.

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Gender inequality as well as violence against women is a major problem in Latin America and the Caribbean. It is manifested in issues such as gender violence, lower political participation by women, employment and wage inequality, female illiteracy and the difficulty women have gaining access to full sexual and reproductive health. The Latin American continent has achieved progress towards gender equality and women’s empowerment under the Millennium Development Goals, including equal access to primary education between girls and boys. However women and girls continue to suffer high rates of di

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Dyson, Maurice R. "Combatting AI’s Protectionism & Totalitarian-Coded Hypnosis: The Case for AI Reparations & Antitrust Remedies in the Ecology of Collective Self-Determination." SMU Law Review 75, no. 3 (2022): 625. http://dx.doi.org/10.25172/smulr.75.3.7.

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Artificial Intelligence’s (AI) global race for comparative advantage has the world spinning, while leaving people of color and the poor rushing to reinvent AI imagination in less racist, destructive ways. In repurposing AI technology, we can look to close the national racial gaps in academic achievement, healthcare, housing, income, and fairness in the criminal justice system to conceive what AI reparations can fairly look like. AI can create a fantasy world, realizing goods we previously thought impossible. However, if AI does not close these national gaps, it no longer has foreseeable or pra

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Bledar, Abdurrahmani. "Compensation of Political Convicts in Albania as a Challenge to the Rule of Law and Human Rights." Beder Journal of Educational Sciences Volume 26(2) (June 21, 2023): 124–56. https://doi.org/10.5281/zenodo.8064626.

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  <strong>Abstract</strong> The change in the political and legal system in Albania gave birth to great hope, not only for the triumph of dignity but also for the correction of injustices towards former political prisoners. In Albania, from 1991 to 2008, a series of legal measures addressed the issue of former political prisoners. Their purpose was not only to legally consider punishment for crimes of a political nature as unjust but also to award compensation. But, in the span of 17 years, they remained a formal statement on paper, an inadequate legal solution that in very few cases beca

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Bledar, Abdurrahmani. "Compensation of Political Convicts in Albania as a Challenge to the Rule of Law and Human Rights." Beder Journal of Educational Sciences Volume 26, no. 2 (2023): 126. https://doi.org/10.5281/zenodo.8070078.

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<strong>Abstract</strong> The change in the political and legal system in Albania gave birth to great hope, not only for the triumph of dignity but also for the correction of injustices towards former political prisoners. In Albania, from 1991 to 2008, a series of legal measures addressed the issue of former political prisoners. Their purpose was not only to legally consider punishment for crimes of a political nature as unjust but also to award compensation. But, in the span of 17 years, they remained a formal statement on paper, an inadequate legal solution that in very few cases became effe

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Aziz, Sahar F. "Addressing Discrimination against Arabs, Muslims, and South Asians: Testimony before the Equal Employment Opportunity Commission." SSRN Electronic Journal, 2012. http://dx.doi.org/10.2139/ssrn.2234705.

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McVicker, Elizabeth, Apryl Brodersen, and Eric Blomfelt. "Gender Identity Discrimination Claims Increased Post-Bostock: EEOC, Federal Circuit Courts, and HR Professionals Responded." Journal of Business Leadership 32, Spring 2025 (2025). https://doi.org/10.69847/zr3fb7.

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In June of 2020, the Supreme Court issued a decision in a case, Bostock v. Clayton County (Bostock, 2020), in which it held that an employer who fires an individual for being gay or transgender “defies the law” and violates Title VII. The Court made clear that Title VII, through its prohibitions on sex discrimination, prohibits discrimination based on both sexual orientation and gender identity (SOGI). (Bostock, 2020). Employers across the country resisted this expansion of protection based on SOGI in the Bostock decision, evidenced by the more than 250 cases that cited Bostock in the first tw

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Honorée, André L., Lisa L. Brady, and Rusty L. Juban. "Retaliation in workplace sexual assault: The effect of #MeToo on federal court cases in the United States." International Journal of Discrimination and the Law, October 14, 2024. http://dx.doi.org/10.1177/13582291241289881.

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The number of federal claims filed with the Equal Employment Opportunity Commission (EEOC) in the United States by alleged victims of workplace sexual assault increased following the #MeToo movement along with allegations of retaliation by employers against these victims for making formal claims of sexual discrimination. This study distinctively presents an examination, not of the number of EEOC claims, but instead those claims which became federal court cases over the last three years in which a claims of workplace retaliation were alleged because of sexual assault in the workplace. The study

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Leslie, Mykal, Cynthia J. Osborn, Phillip Rumrill, and Brian McMahon. "Workplace Discrimination Experiences of Americans With Alcohol Use Disorders and Americans With Drug Use Disorders: A Comparative Analysis." Rehabilitation Counseling Bulletin, November 9, 2020, 003435522097026. http://dx.doi.org/10.1177/0034355220970265.

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The purpose of this study was to investigate the patterns in allegations of workplace discrimination by individuals with alcohol use disorders (AUDs) relative to those with other drug use disorders (DUD). The goal of the research was to describe the uniqueness of workplace discrimination, both actual and perceived, that has occurred against individuals with AUD when compared to those with DUD through analysis of the U.S. Equal Employment Opportunity Commission (EEOC) Integrated Mission System (IMS) database. An ex post facto, causal comparative quantitative design was used to examine Americans

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Feddersen, Timothy. "Saks Fifth Avenue and Transgender Rights." Kellogg School of Management Cases, November 8, 2018, 1–14. http://dx.doi.org/10.1108/case.kellogg.2021.000070.

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In September 2014 Leyth Jamal, a transgender woman, filed suit against her employer, luxury retailer Saks Fifth Avenue. Jamal alleged that she experienced harassment from managers and other employees because of her gender identity while employed by Saks, including verbal abuse and threats of violence. At the time she filed suit, no federal, state, or local laws protected transgender employees from discrimination. However, some federal district courts had recently begun to allow such suits on the premise that discrimination based on gender identity was a form of sex discrimination. Other suits

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Cefaliello, Aude, and Miriam Kullmann. "Offering false security: How the draft artificial intelligence act undermines fundamental workers rights." European Labour Law Journal, October 20, 2022, 203195252211144. http://dx.doi.org/10.1177/20319525221114474.

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In April 2021, the European Commission published its first draft of the Proposal for a Regulation on Artificial Intelligence. Since AI in the work context has increasingly become important in organising work and managing workers, the AI Act will undoubtedly have an impact on EU and national labour law systems. One aim of the proposal is to guarantee ‘consistency with existing Union legislation applicable to sectors where high-risk Artificial Intelligence systems are already used or likely to be used in the near future’, which includes the EU social acquis. It could be argued that ensuring true

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Moss, Philip, William Lazonick, and Joshua Weitz. "Employment and Earnings of African Americans Fifty Years After: Progress?" Institute for New Economic Thinking Working Paper Series, July 13, 2020, 1–49. http://dx.doi.org/10.36687/inetwp129.

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The Equal Employment Opportunity Commission (EEOC) was established in 1965 to implement Title VII of the Civil Rights Act of 1964, which made it illegal to discriminate against an individual in employment on the basis of race, color, religion, sex or national origin. Coming into the 1960s, the employment opportunity that privileged the white male was much more than a job. By the 1960s, growing numbers of white men had employment that gave them steadily rising real earnings, often with decades of tenure at one organization. The “career-with-one-company” (CWOC) that had become the employment nor

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