In an unprecedented move, the Boston Celtics suspended head coach Ime Udoka for a full season on Sept. 22 for multiple violations of team policy stemming from alleged unwanted advances to a female on his staff, with whom he admits to having a consensual sexual relationship. This significant sin for Udoka — and the swift and decisive action of the Celtics organization — can be a valuable lesson for sports teams and organizations of all kinds. If left unprepared, workplace romances, even consensual ones, can lead to unwanted scandals and potential litigation. This overview provides sports employers with tips on how to deal with the reality of workplace romances and avoid the potential impact of your industry. As an employee, you are entitled to certain rights in the workplace, especially those that protect you. This includes the right to: Closing the gender pay gap has become more challenging in recent years, especially as the COVID-19 pandemic has disproportionately affected women – who have to balance work, childcare, elder care and other demands. And research shows that women of color felt the greatest impact. Notably, September 21 was Black Women`s Equal Pay Day – the day that symbolizes how long black women have to work this year to earn what men earned the year before. The widening wage gap for 2022 is hopefully temporary, as factors primarily attributed to the pandemic have pushed many women out of the workforce or into part-time and seasonal jobs. However, there are proactive steps employers can take to attract and retain women in the workplace and ensure better pay equity now and in the future.
What can you do to promote pay equity and reduce the gender wage gap? It`s increasingly likely that New York City`s fast-food employers will face troubling new workplace regulations in the near future, including the prospect of increased penalties for violations, additional training requirements for employees, and the threat of revocation of business licenses. Building on recent punitive measures taken by the New York Department of Consumer and Worker Protection (DCWP) for violating the Fair Work Week and Just Cause (FWW) laws and the Earned Safety and Sick Leave Act (ESTA), City Council members introduced two bills this summer that further target fast-food employers through an amendment to the FWW. On September 19, a committee of City Council held a hearing on both bills. Since a significant portion of the city council co-finances them, a version of each is likely to occur eventually. Here`s what`s potentially in store for New York City fast food employers. Labor and labor laws help ensure that employees are safe in the workplace. Some agencies enforce labor, labor, and workplace laws, including (but not limited to): Provide resources to answer your questions about occupational safety or health Download our FREE white paper, Juggling Workplace Laws in Your Small Business, for an even longer list of workplace laws. Harassment outside the workplace may also be illegal if there is a connection to the workplace. For example, if a supervisor harasses an employee while driving them to a meeting. It is illegal for an employer to discriminate against an employee in the payment of wages or benefits on the basis of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 years or older), disability, or genetic information. Employee benefits include sick leave and vacation, insurance, access to overtime, overtime pay and pension plans. For example, an employer pays Hispanic workers no less than African-American workers because of their national origin, and men and women in the same workplace must receive equal pay for equal work.
In the private sector, there is a refusal to make adequate workplace arrangements for persons with disabilities or religious beliefs to ensure that jobs do not pose serious risks. The Department of Labor also enforces OSHA. The Occupational Safety and Health (OHS) Act is administered by the Occupational Safety and Health Administration (OSHA). Safety and health conditions in most private industries are regulated by OSHA or OSHA-approved government programs that also cover public sector employers. Employers covered by the Occupational Health and Safety Act must comply with OSHA regulations and health and safety standards. Employers also have a general obligation under the Occupational Health and Safety Act to provide their employees with work and a workplace free from identified serious hazards. OSHA enforces the law through workplace inspections and investigations. Compliance support and other collaborative programs are also available. To ensure you pay employees fairly and equitably, look at your company`s internal equity. Internal justice ensures that employees in similar positions or skills receive similar compensation.