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February 2014 Archives

Gender discrimination briefly halted police officer's career

Many young girls are taught that they can grow up to do any job that they would like to do, regardless of their gender. A Michigan woman claims that was not the case for her after she was passed over for a full-time job at a local sheriff's department. It wasn't just gender discrimination that she says spoiled her chances -- it was size discrimination too.

Former Meijer cashier awarded settlement for wrongful termination

Employees who intend to stay with a company for decades often hope to be rewarded for their loyalty and dedication to their job. However, the longer an employee works for a company can sometimes put them at risk for age discrimination. A Michigan woman claims that the loss of her job was actually a wrongful termination due to age discrimination rather than the coupon infraction that the company stands by.

JPMorgan Chase settles $1.45 million in sexual harassment suit

A prominent bank has agreed with the U.S. Equal Employment Opportunity Commission concerning sexual harassment in its company. According to JPMorgan Chase, discrimination that was fueled by sexual harassment and outlined in a lawsuit filed against the company lasted for several years. Although the harassment did not occur at any of its Michigan locations, the settlement that the bank shelled out is still a significant win for victims of sexual harassment across the nation.

In racial discrimination case, proving pretext may be key

The term "pretextual" can be a major point of inquiry in many employment discrimination cases. This is because an employment discrimination suit in Michigan or elsewhere may boil down to two versions of what happened. The plaintiff may have proved the likelihood of racial discrimination. However, when the defendant goes forward with its evidence, it may show that it had a plausible non-discriminatory reason for the action. It is then up to the plaintiff to prove that the defendant's reasons are pretextual and thus false.

Federal law bans employment discrimination based on age

Age discrimination involves treating an applicant or employee unfavorably because of his age. The main federal law that forbids age discrimination is the Age Discrimination in Employment Act of 1967 (ADEA). It applies in Michigan to protect people who are age 40 or older. Under the ADEA, it is illegal to engage in employment discrimination against anyone because of his or her age and regarding any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.

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