University of Louisiana at Lafayette continued its streak of discrimination-related news stories recently, just one week after it terminated its softball coach over allegations of creating a "hostile learning and working environment." Now, four female faculty members of the B.I. Moody III College of Business Administration have filed complaints with the school though the Equal Employment Opportunity Commission (EOCC).
After a job termination, it is common to feel that your firing was unjust. In some cases, of course, a firing is unjust, or at the very least violates some terms of an employment contract. If you face a demonstrably wrongful termination, you may have grounds to sue your former employer for damages and other remedies. However, not all wrongful termination suits are well-grounded, such as the suit brought against a small Baptist college by its former president that was recently decided in favor of the employer.
As an employer, you want to make sure that your workforce remains healthy and fully functional. One of your primary tools to achieve this is workers' compensation coverage for your employees, but that doesn't mean that every workers' compensation claim actually necessitates a payout. Depending on many factors in an employee's claim, you may have reasonable grounds to avoid paying the claim in full or in part.
As an employer, you work hard to create a good work environment for your employees and subcontractors, but there's only so much that you can do. Especially in certain types of work, an idea still persists on the workforce that one should not stop working for most minor injuries and even some moderate or severe injuries.
Over the last couple decades, and specifically the last several years, the issue of inequality in pay between men and women in the workplace has risen to the forefront of the public conversation. Women have won important gains in the workplace, but are still far from equal treatment and pay in many instances.
Many employees face difficulty getting their employers to pay them fairly for overtime work. Often, an employer may claim that the employee does not actually deserve overtime for some reason or another, or that the nature of the employee's employment status does not qualify for overtime pay. In very broad strokes, employers must pay overtime pay to employees who work more than 40 hours within a consecutive 168-hour period.
The gender pay gap has been closing in recent years, bringing the United States closer to men and women earning the same wages for the same work. But it remains a problem for women nationwide, and that is especially true for African-American women in Louisiana.
The Family Medical Leave Act is an important act that protects American workers in the event that they or someone in their families become sick or gives birth to a new child. The Family Medical Leave Act provides a little of breathing room to workers who are experiencing a health issue -- whether it is the happy time of ushering in a new child to the family or a difficult period of family illness.
According to the National Safety Council, every seven seconds in the United States, a workplace injury occurs. That works out to nearly five million injured workers each year, or 12,900 injuries every day.
Workers' compensation insurance is put in place to protect both you, as a worker, and your employer. However, there are a number of ways that you might suffer a legitimate injury on the job and still have your workers' compensation claim denied. Often, attorneys warn about accepting a workers' compensation settlement too readily, but if you wait too long to take action, you may miss out on proper compensation altogether.