A previous post on this blog discussed how a workplace rule can in some cases be discriminatory. For instance, if the effect of the rule is to single out people of a certain religious persuasion, race, etc., then an employee who wound up being injured by the rule can seek compensation and other relief.
A recent story that attracted national news attention may be of interest to Rhode Island employees who feel that their employers impose rules and other practices that violate the moral and religious principles. After all, what might seem on the surface like a well-reasoned rule may, particularly if it is applied without any flexibility, be the grounds for a religious discrimination or other workplace discrimination claim.
Although the law of Rhode Island requires employers in this state to pay employees the cash compensation to which the employer agreed, many employers choose to also offer other forms of compensation, the terms of which might not be so clear cut.
A Rhode Island lawmaker who herself was a victim of sexual harassment has introduced a legal measure that, if it passes, will form a group to review and study sexual harassment. Specifically, the group will examine both the most recent developments on the federal level as well as the laws and regulations of other states that are aimed at preventing sexual harassment in the workplace.
The gender wage gap refers to the difference in pay women and men receive. Despite having the same qualifications, positions and tasks, women tend to earn less money than men do. This discrepancy in payment is an example of gender discrimination in the workplace.