Florida state law protects against race and gender discrimination in the workplace, but they do not protect those who are discriminated against for their sexual orientation or preference. Because of this, it is not illegal for employers to discriminate against individuals based on these preferences. New data, however, shows that it may be time for Florida lawmakers to consider updating discrimination laws. Florida residents are showing their support.According to recent data, nearly three quarters of Florida residents reportedly support a new addition to the Civil Rights Act of 1992, known as the Competitive Workforce Act. The CWA would add protection against discrimination on the grounds of sexual orientation or preference. Like most civil rights issues, the CWA has been met with some hesitation, based on the feeling that the diversity of the state could cause problems in implementing these new protections.
Disney World and Darden Restaurants backed the Florida senate in its efforts to draft legislation regarding employee sick days. The legislation blocks local communities from enacting employee rights laws that would provide that community's employees with paid sick days. The legislation indicates that a statewide study needs to happen before local governments take matters into their own hands.
Readers in Florida who have a vested interest in wage-and-hour law as it pertains to employment may be eager to learn about a recent settlement between the Doubletree Hotel and more than 100 employees. Purportedly, the hotel violated the Fair Labor Standards Act for failure to compensate employees properly. As such, the hotel will pay over $102,000 to recompense employees for wage-and-hour law violations.
Local governments have had the right to implement their own labor laws when it comes to government workers and contractors. However, this may all be about to change, as state lawmakers have begun to introduce legislation that could defeat the local laws enacted in Miami-Dade County. As a result, supporters of the county wage-and-hour law came out in force to protest the proposed legislation.
While the details of employment and employee law vary from state to state, the issue of employee rights is of nationwide concern. For that reason, residents of Florida may be interested to learn about a case wherein the Fraternal Order of Police contends that a local jail closing is a violation of employee rights. A lawsuit in the case is now underway.
Unfortunately, sexual harassment in the workplace is a problem all over the United States. The great state of Florida is no exception. Probably more distressing is the fact that issues with workplace sexual harassment happen in nearly every industry - including law enforcement.
We have written many times about the importance of the protections offered by the Family and Medical Leave Act. The FMLA has protected the jobs of countless employees when they needed to take an extended period of work leave to address family or medical concerns. Some common reasons for leave include long-term personal illness or the illness of a family member and the birth or adoption of a child.
Unless you work in a highly specialized field or one with trade secrets to protect, you are probably not too familiar with non-compete agreements. But according to a recent news article, you may need to take the time to learn about these contractual provisions before you change jobs or sign a new employment contract.
When it comes to employment law, the exact company title and practical position of the players in any given case make a difference in the case's ultimate outcome. For example, some laws protecting workers from sexual harassment and discrimination of all kinds only apply when a direct supervisor is committing the offending acts. The United States Supreme Court recently heard arguments in a case centering on the question "Who is a supervisor" for the purposes of employment law cases.
Traditionally, employers have not always been held liable for the discriminatory behavior of employee supervisors. The chains of command at larger companies have leant themselves to some measure of protection. In certain cases, supervisors may actually have had discriminatory intent in recommending the termination of an employee, but it may have been a manager or director who ultimately fired the worker based on the evaluation completed by the supervisor.