Wednesday, September 14, 2011

Employment and the Non-discrimination Law in Colorado

The employment non-discrimination act was changed into a binding law in the US recently. This put the employment and non-discrimination labor law at an entirely new level that raises so many new criteria about relationships in work places. When this is fully implemented, it is going to form a major milestone in the legal history of the US employment safety posters. Although it’s real implications are yet to be seen, its strong point is in advocating for matters pertaining to sexual orientation apart from ordinary sexual harassment provisions in most labor law posters. Its major highlight with regard to federal labor law is to make it criminal to discriminate against any employee based on his or her own sexual orientation. This is particularly significant considering that there are all sorts of lobbies advocating for their rights, like the gay rights. The law is meant to end sexual identity discriminations and all manner of sexual points of references.

It is indeed common knowledge now that federal law posters as currently designed and constituted excludes gender identity and sex orientation from being an independent category of discrimination offences. Like in many other states, Colorado labor poster provide that both gender and sexual orientation are a secluded and protected class. But there are initiatives to provide protection and defense for gender identity and sex orientation. Other states in this category are: California, Connecticut, Iowa, Illinois, Maine, Minnesota, New Jersey, New Mexico, Oregon, Rhode Island, Vermont and Washington.

The general implication of this new federal labor law will be seen in terms of new levels of training for staff and strict follow up by employers for it to take effect well. Employers will therefore need to do the following: adequately train the managers so that they can fully grasp what sexual orientation discrimination and harassment exactly mean, add sexual orientation as a protected class in their EEO rules and a secluded class in Anti-Harassment Policy. They will also need to amend their Employment Application EEO paragraph to prohibit sexual orientation discrimination. It will be interesting to see how this is implemented because by their very complicated nature, issues relating to gender identity and sexual orientation are so explosive and controversial that a lot of tact will be necessary to effectively enforce them in labor law and safety notices without exciting a lot of divisions in work places. But what is of general consensus is that this is a move in the right direction with regard to employee rights.

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