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The name was changed to the current name in 1950 to reflect the expansion of its jurisdiction and power from employment to housing and public accommodations. [ 1 ] A legal reporter with Massachusetts Commission Against Discrimination cases, commentary, and subject matter indices is provided by Landlaw Inc. and MCAD decisions can also be found ...
Employment practices that do not directly discriminate against a protected category may still be illegal if they produce a disparate impact on members of a protected group. Title VII of the Civil Rights Act of 1964 prohibits employment practices that have a discriminatory impact, unless they are related to job performance.
United States labor law sets the rights and duties for employees, labor unions, and employers in the US. Labor law's basic aim is to remedy the "inequality of bargaining power" between employees and employers, especially employers "organized in the corporate or other forms of ownership association". [3]
Massachusetts businesses with more than 25 employees must disclose salary ranges when posting jobs, under a new bill signed into law Wednesday that puts the commonwealth in line with 10 other ...
Title VII of the Civil Rights Act is the principal federal statute with regard to employment discrimination, prohibiting unlawful employment discrimination by public and private employers, labour organizations, training programmes and employment agencies based on race or colour, religion, sex and national origin. Retaliation is also prohibited ...
Massachusetts' attorney general has filed a lawsuit accusing a white nationalist group of civil rights violations, saying it repeatedly subjected LGBTQ+ events and facilities sheltering migrant ...
The police department in Worcester, Massachusetts, routinely violates individuals' constitutional rights by using excessive force and allowing undercover officers to engage in sexual contact with ...
In United States labor law, at-will employment is an employer's ability to dismiss an employee for any reason (that is, without having to establish "just cause" for termination), and without warning, [1] as long as the reason is not illegal (e.g. firing because of the employee's gender, sexual orientation, race, religion, or disability status).