A few days ago, the U.S. Supreme Court announced that it will review a Maryland case. The court will be looking at Young v. UPS to determine the reach of the Pregnancy Discrimination Act and to what degree employers must accommodate pregnant employees with light duties and the like.
About a year ago, the U.S. Court of the Appeals reversed a previous court’s decision that had essentially spared D.C. Police Chief Cathy Lanier a trial revolving around charges that she discriminated against a female African-American commander in the department. Now the chief is at the eye of an employment litigation storm that the plaintiff argues is of Lanier’s own making.
According to a Maryland county, it rejected an application by a former U.S. Capitol Police officer to serve in its volunteer mounted patrol because she lives too far away and is overqualified. Besides, Howard County argued, they don’t allow retired cops in the volunteer patrol.
The United States Court of Appeals for the Fourth Circuit agreed that a Maryland woman had been subjected to an offensive racial slur at an Ocean City hotel where she worked. But the court nevertheless rejected her argument, noting that though the term directed at her – “porch monkey” – is offensive, it was used just twice in two days by another employee.
Step by step, transgender people are gaining legal protections in the U.S. The latest step forward was taken right here in Maryland when Gov. Martin O’Malley last week signed legislation extending protections for transgender people against discrimination in the workplace or in housing.
It’s time for the federal government to do more than talk the talk. It’s time for Washington to walk the walk and pass a law prohibiting workplace discrimination against federal workers based on sexual orientation, the independent Merit Systems Protection Board says in a new report.
An executive order signed by the president this week is seen as a big step in the direction of pay equality for women and minorities. The order puts new requirements on government contractors to disclose pay data with race and gender denoted and to prohibit retaliation against employees who discuss their pay with colleagues. Both of these measures are aimed at greater transparency which experts say will incentivize companies to create better policies that eliminate the disparity between white men and women and minorities. Currently women make only 77 cents for every one dollar that men make, with an even wider gap for women of color who make only 54-64 cents on the dollar.
A candidate for governor of Maryland has introduced a new labor law proposal to her political platform that would aim at narrowing or eliminating the gap between men and women’s pay. At the moment on a national level women make 77 cents for every dollar that a man ears. In Maryland the gap is slightly smaller at 85 cents on the dollar, but the inequality remains. This makes it harder for mothers to support their families and to be financially independent.
The difference in compensation between the new CEO of General Motors and her predecessor has made headlines recently as questions have been raised about whether the new CEO is being paid less because she is a woman.
Every year for the past seven years, the Maryland State Assembly has considered various measures that would protect transgendered individuals from facing discrimination. The efforts take aim at discrimination in a variety of settings, including work, housing, and public places. A lot of readers probably do not realize that it is legal for employers to fire someone who is transgender on that basis.