On March 26, 2012 I posted a blog cautioning employers from requesting social media password, most notably, Facebook. That practice may be short-lived as legislation has been introduced in both Houses of the United States Congress making unlawful for employers or schools to require employees, students and/or candidates to provide social media password. Although several states introduced legislation in March and April of 2012, the proposed legislation may impact employers and its employees throughout the country. Bill H.R. 5050 was introduced by House Representative Eliot Engel on April 27, 2012 and is titled Social Networking Online Protection Act (SNOPA). The  [ Read More ]

By David Schepp | Aol Jobs. If you’ve ignored career experts’ advice to be careful about what you post on social networks, like Facebook and LinkedIn, this new survey may frighten you. In a survey of some 2,300 hiring managers, nearly 40 percent said they screen potential hires using social media, and many say they reject job applicants as a result of what they find, according to a new survey released Wednesday by CareerBuilder. Hiring Now Search All Job Listings New York Jobs Los Angeles Jobs Chicago Jobs Philadelphia Jobs Nearly a third of hiring managers who currently research candidates  [ Read More ]

Why Congress and the States Should Prohibit This Practice Have you ever gone to a job interview and had a prospective employer ask to see letters you’ve written to friends or family members, or your family photo albums? Have prospective employers asked for the key to your apartment so that they can snoop around? The answer to these questions should, of course, be “No.” Yet, as the Associated Press reported last week, employers—both public and private—are increasingly asking job applicants to do the equivalent, by turning over their Facebook user IDs and passwords as part of the interview process. This  [ Read More ]

Diversity | Sexual Harassment The New Jersey Law Against Discrimination (LAD) prohibits employers from discriminating in any job-related action, including recruitment, interviewing, hiring, promotions, discharge, compensation and the terms, conditions and privileges of employment on the basis of any of the law’s specified protected categories. These protected categories are: race, creed, color, national origin, nationality, ancestry, age, sex (including pregnancy and sexual harassment), marital status, domestic partnership or civil union status, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, genetic information liability for military service, or mental or physical disability, including AIDS and HIV  [ Read More ]

Employment Discrimination laws seek to prevent discrimination based on race, sex, religion, national origin, physical disability, and age by employers. A growing body of law also seeks to prevent employment discrimination based on sexual orientation. Discriminatory practices include bias in hiring, promotion, job assignment, termination, compensation, retaliation, and various types of harassment. The main body of employment discrimination laws consists of federal and state statutes. The United States Constitution and some state constitutions provide additional protection when the employer is a governmental body or the government has taken significant steps to foster the discriminatory practice of the employer. The Fifth  [ Read More ]

Questions And Answers Federal Equal Employment Opportunity (EEO) Laws I. What Are the Federal Laws Prohibiting Job Discrimination? Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990,  [ Read More ]

If you live in the New Jersey area and believe that your employment rights have been violated, then contact the The Law Offices of Stephan T. Mashel today. Our experienced team of employment lawyers will review your case and discuss your options in the event that a violation has occurred. To schedule your free consultation, contact us today at Phone: (732) 536-6161 FAX:(732) 536-6165. Discrimination in the workplace takes various forms. Because of this, it is imperative for any employees and job applicants to know the many forms of employment discrimination  in order to avoid becoming victims. The following are  [ Read More ]

Employment Discrimination laws seek to prevent discrimination based on race, sex, religion, national origin, physical disability, and age by employers. There is also a growing body of law preventing or occasionally justifying employment discrimination based on sexual orientation. Discriminatory practices include bias in hiring, promotion, job assignment, termination, compensation, and various types of harassment. The main body of employment discrimination laws is composed of federal and state statutes. The United States Constitution and some state constitutions provide additional protection where the employer is a governmental body or the government has taken significant steps to foster the discriminatory practice of the  [ Read More ]