Employment discrimination is prohibited by law in Michigan. There are numerous policies, regulations and statutes prohibiting several types of discrimination at the workplace across the state.
The birth of a child can be one of the happiest moments of a Detroit mother's life. However, happy quickly becomes sad when a mother experiences workplace discrimination due to pregnancy. Although Michigan law prohibits employment discrimination, many workers have experienced it in some form or another.
Many workers in Detroit, Michigan unnecessarily suffer every day because of workplace discrimination. Hostility in the workplace can affect an employee's morale and productivity and may result in resignation. Although reporting discriminatory practices may be the wisest decision, there are still risks involved, including retaliation and termination. Fortunately, technology can help ease the reporting of workplace discrimination.
Under employment law, it is unlawful to discriminate employees based on gender, race, religious belief or physical disability. Unfortunately, many employees across the United States, including in Michigan, suffer from discrimination based on sexual orientation. Now some state business leaders think it is time for one of the last areas of discrimination to be outlawed.
Michigan fashion fans may have heard about the allegations of racist and offensive treatment made against a trendy New York City clothing store. A former salesperson for the British fashion outlet Alexander McQueen has filed a workplace discrimination lawsuit, saying that she was called such epithets as "burrito face" and "taco smoke" in derogatory reference to her Hispanic heritage. Specifically, the civil suit alleges that the 43-year-old woman's boss pummeled her with what she called a persistent and offensive barrage of comments based against her national origin and race.
In an action that Muslim workers in Detroit might find relevant, a group of Somali Muslim DHL Global Mail employees are claiming religious discrimination because the delivery company reversed its policy of flexible break times, which initially allowed them to stop work for the five-minute prayers required by their religion. The Islamic employees accused DHL of worker discrimination after the company fired two dozen of them, allegedly for pausing in their duties to say the prayers, which had previously been allowed. One fired employee made $11.57 per hour to sort mail and said that he had never received any negative comments about his work.
The Supreme Court's 2011 ruling in Wal-Mart v. Dukes is fast becoming the new seminal citation for employers seeking to prevent employment discrimination plaintiffs from gaining class certification. In the case underlying the Wal-Mart decision, the plaintiffs alleged Wal-Mart engaged in a pattern of systemic gender discrimination, which prevented women from advancing out of lower-paying jobs at a much higher rate than their male associates. Wal-Mart claimed it had a strong anti-discrimination policy and pointed to its local managers, including those in its Detroit stores, who made all personnel decisions.
The small village of Oshtemo Township in the state of Michigan adopted a non-discrimination ordinance on Aug. 27 that will soon take place in the local town's workforce. A vote of 6 to 1 was able to capture the success of this ordinance, which many are calling a step in the right direction. According to the town's law, the ordinance must be published within three days and will come into effect 30 days after that.
After a group of 22 cocktail servers brought a weight-discrimination lawsuit against their former employer, a superior court judge ruled against them. Michigan is the only state in the U.S. that expressly prohibits workplace discrimination based on height or weight, and the New Jersey judge upheld the legality of treatments that the workers claimed were unfair.
Michigan residents may be interested in a recent lawsuit that will be the first to test the Genetic Information Non-Discrimination Act, a 2009 act designed to curb discrimination in pre-employment medical examinations. Although employers may require job candidates to pass a drug test and physical examination before being hired, it is unlawful for an employer to ask for a family medical history. Nevertheless, U.S. Equal Employment Opportunity Commission officials say that's what happened in two recent cases of this new type of workplace discrimination.