Workers in Florida continue to suffer discrimination on the job, even decades after civil rights laws went into effect. Workplace discrimination can even affect high-ranking executives and other professionals in top decision-making positions. One former executive at CBS television network filed a lawsuit against his former employer, accusing the company of firing him for discriminatory reasons. The former reality TV executive, a man of Japanese descent, says that non-white executives at the network were systematically mistreated on the job. Prior to his dismissal, he served as senior executive vice president for alternative programming.
A Florida senator says that he plans to introduce legislation that would protect individuals who wear their hair in styles associated with their cultural roots from discrimination. Senator Randolph Bracy III, who represents Florida's State Senate District 11, hopes to see the Creating a Respectful and Open World for Natural Hair Act passed during the upcoming 2020 legislative session. If the bill reaches the desk of Governor Ron DeSantis, it would prohibit discrimination in workplaces and public schools based on hairstyles such as dreadlocks, braids and twists.
There has been increased attention to workplace discrimination and other forms of on-the-job mistreatment in Florida and across the nation. Still, these issues have not stopped with that focus. For people who have been confronted with workplace discrimination, it's important to know how to address the problem.
Business owners in Florida and throughout the country are typically barred from taking actions that could be interpreted as racial discrimination. One man who worked for Founders Brewing in Detroit claimed in a lawsuit that the company had an overtly racist culture. He claimed that others within the organization used blatantly racist language on multiple occasions. However, a manager for the company refused to acknowledge that the employee who filed the suit was black.
Florida employers may engage in both overt and subtle forms of racial discrimination. While such behavior is generally prohibited in the workplace, it can be difficult to detect it when it occurs. This is because there could be many reasons why a company decided to hire one person over another or promote one individual at the expense of another. However, there may be clues that an employer made a decision based on a person's race as opposed to an individual's qualifications.
Florida employees may file discrimination charges with the Equal Employment Opportunity Commission (EEOC). When the EEOC receives a charge, the first step is to notify the employer that this has happened. From there, an investigation will likely occur, and the type of investigation that occurs will depend largely on the strength of the evidence a worker presents. It may reveal that no wrongdoing occurred, which would result in the charge being dismissed.
Florida readers might be interested to learn that Dell Technologies has agreed to settle a workplace discrimination lawsuit for $7 million. The deal was announced by the U.S. Department of Labor on Sept. 30.
Employers in Florida and throughout the United States ate not allowed to discriminate against workers based on their skin color or ethnicity. They are also not allowed to discriminate based on other attributes such as national origin per the terms of the Civil Rights Act of 1964. Discrimination can occur whether an employer intended to do so or not. In other words, a policy could violate the terms of the Civil Rights Act even if it was designed to apply to everyone.
Black women in Florida and across the U.S. are more likely to be subjected to and report workplace sexual harassment than white women, according to a new study. The study was recently published in the journal Gender, Work and Organization.
Workers experiencing discrimination in Florida need not file complaints first with the Equal Employment Opportunity Commission prior to suing employers in federal court. In a rare unanimous decision from the Supreme Court of the United States, the justices ruled that the requirement in Title VII of the Civil Rights Act that compels people to complain first to the EEOC, or its equivalent state agency, did not automatically force federal courts to dismiss workplace discrimination cases that had not first sought relief through the EEOC.