By Wayne N. Outten
This revised and up to date variation of The Rights of staff and Union individuals is basically books in a single, combining prior ACLU handbooks, one facing the rights of staff and the opposite with the rights of union individuals. using an easy question-and-answer layout, the authors research intimately such issues because the employment courting, reimbursement and merits, discrimination (including discrimination in response to race, ethnicity, intercourse, faith, age, incapacity, AIDS, sexual orientation, and veteran and reservist status), the union place of work, and office protections. The guide offers quite correct information about the hiring technique, the precise to privateness, and incapacity discrimination and contains appendixes on federal antireprisal statutes and criminal assets for employees.Written for each operating American, this booklet units forth person rights lower than current legislation and provides feedback on how voters can take steps to guard themselves. Like others within the sequence, this quantity was once constructed within the desire that americans, educated in their rights, could be inspired to workout them.
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Extra resources for The rights of employees and union members: the basic ACLU guide to the rights of employees and union members
Our farmer may have a product safety claim against the manufacturer of a combine that breaks down or injures him, he may have a dispute with his insurance carrier, or even with an investment counsellor who has helped him set up a pension. He may have disputes with the government over crop allocations under a government subsidy program, or he may have a claim for disability payments under the Social Security Act. We have not included in this book the rights of self-employed workers. Nor do we discuss whether greater recognition should be given to the employment status of homemakers.
Law § 296. 8. , Cal. Government Code, art. 2, ch. 10, § 19701, in 8A FEP Manual 453:836 (BNA). 9. , Illinois Fair Employment Practices Commission, "Guidelines on Discrimination in Employment," Art. P. Manual 453:2757 (BNA). 10. , Mass. Gen. Laws. Ann. ch. 149, § 19C. 11. , Fla. Stat. Ann. ch. 448, § 075. 12. See, Mich. Comp. Laws Ann. §§ 552623 (1987). 13. Hopkins v. S. 228 (1989). 14. R. § 1607 (1990); also "EEOC Guide to Pre-Employment Inquiries," 8 FEP Manual 443 (BNA) at 65; 2 EPG ¶ 4120 (CCH) [hereinafter referred to EEOC Guide].
39 Employees are seldom able to demonstrate that the former employer exceeded the bounds of the qualified privilege and rarely prevail in such legal challenges. ) During a job interview can I refuse to answer a question I think is improper or not job-related? Yes, but it may cost you the job. If you think a question is improper, it may be wise to inquire first into the relevance of the question and, before answering, express your opinion that the question may be illegal. Do tell the truth. 41 In general, how should I prepare to protect my rights during the hiring process?
The rights of employees and union members: the basic ACLU guide to the rights of employees and union members by Wayne N. Outten