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A recent change to the Rhode Island discrimination law means that an employer can be sued three years later, if an employee feels he or she has been the victim of discrimination. The new law goes into effect immediately.

Under the previous law, there was a one-year statute of limitations on employment discrimination.

The Rhode Island legislature passed the amendment over Governor Donald Carcieri ‘s veto.

The Rhode Island Civil Rights Act prohibits discrimination based on color, race, religion, disability, sex, age or national origin. It outlaws employment discrimination and retaliation.

This extension overturns a Rhode Island Supreme Court ruling in Horn v. Southern Union, which established a (more…)

A recent Chicago case underscores the need for every employer to be familiar with local anti-discrimination ordinances, as well as state and federal law.

An Illinois employer was recently forced to pay more than $300,000 for parental discrimination against a working mother. The award included $87,000 in attorney fees and $100,000 in damages.

A local Chicago ordinance prohibits employment discrimination against parents. While many municipalities have such laws, employers have shown little concern for them in the past, because monetary awards under such laws were rare.

In the Chicago case, a 39-year-old working mother of two employed by a healthcare company was paid a lower (more…)

There is no Utah law that prohibits discrimination based on sexual orientation or gender identity, but Salt Lake City recently passed such an ordinance.

The Salt Lake City Antidiscrimination law goes into effect on April 2, 2010.

Mayor Ralph Becker of Salt Lake City signed an ordinance that makes it illegal to

Under the law, an employer may not commit discrimination against employees or applicants based on the employee’s sexual orientation, including gay, lesbian, homosexual, heterosexual or bisexual.

The law prohibits discrimination in employment decisions including:

• Hiring
• Discharge
• Promotion
• Demotion
• Termination
• Compensation
• Terms of Employment
• Working Conditions 

The law also prohibits employers from harassing any employee based on his or her sexual orientation, and from retaliating against employees who file complaints.

All of the above protections also apply to (more…)

The South Carolina Department of Labor, Licensing and Regulation or SCLLR recently announced that it has hired 10 new inspectors to ensure that every employer follows the state’s tough immigration codes.

Employers in South Carolina need to be scrupulous in following the state’s immigration and hiring laws, including the SCIIRA or South Carolina illegal Immigration Reform Act. This law is enforced thought the Office of Immigrant Worker Compliance in Columbia.

The SCIIRA currently applies to employers with more than 100 workers. The statute requires employers in South Carolina to use E-Verify or a similar program to make certain that new hires and current employees are legally entitled to work in the U.S. Employers can require a South Carolina driver’s license or I.D. card or those from 26 other states, instead of using E-Verify.

Beginning July 1, 2010, employers with fewer than (more…)

Smoking will be prohibited in all public places and indoor workplaces including restaurants, hotels and bars under the Michigan Smoking Ban. Under the law, the “workplace” is defined as any place that serves food or drink and has at least one employee.

Smoking will still be permitted in vehicles, even those vehicles used for work. It will also be permitted in home offices, according to the Detroit Free Press.

As we previously reported, Michigan is the 38^th state to pass a smoking ban, which becomes effective on May 1, 2010. An exception to the ban will permit smoking on the gambling floor of the Detroit-area casinos, while prohibiting smoking in casino bars, restaurants and hotels.

Hookah bars and cigar bars can continue to operate as long as they do not serve any food or beverages. Smoking is banned on the outdoor patios of restaurants, and in all hotel rooms. Workers on construction sites are permitted to smoke outside, but not inside.

This law is the result of a decade-long effort by Michigan legislators, mostly Democrats, to implement a smoking ban. A recent survey shows that 66% of Michigan voters support some type of smoking ban.

Employers must post appropriate non-smoking signs throughout the workplace, especially at entrances and exits. Ashtrays and other smoking implements are prohibited. If an employee is caught smoking, the employee will be subject to tickets, fines and penalties. The fine is $100 for the first violation and up to $500 for subsequent violation. This also applies to customers, (more…)