The Communication Workers of America, a union that represents employees in nine states including Florida, is currently in negotiations with AT&T. According to reports, the CWA had a previous contract with the phone company; the contract expired on Aug. 8 and the employer and union had not, at that time, agreed to a new contract.

In some areas, employees are picketing to raise awareness regarding working conditions at the employer. They hope that by doing so, they might see some improvements to those conditions based on the new contract. The president of a local CWA chapter in another state reportedly said that picketers in his area did not actually intend to strike, especially if they saw some improvements. He stated that a strike would be bad for both the employer and the employees, and it was not something they wanted.

For now, around 24,000 employees of AT&T in the affected states are working without a contract. Some employees report negative working conditions, including long working hours. The CWA chapter president interviewed stated that workers are not necessarily seeking higher wages during the negotiation process. Instead, they want shorter working days and are concerned about the cost of health insurance.

Some employees report working from 8 a.m. to midnight on some days. Employees also note that AT&T informed some of them that they would have to pay more to cover health insurance premiums. In some case, the reported increase was as high as 225 percent.

The situation between AT&T and the CWA is not uncommon. It’s also not uncommon for a single worker to experience trouble in negotiating a contract with an employer. If you are having issues with the legal process involving a contract or contract negotiation, sometimes a professional third-party offers the perspective and knowledge that can help you seek the most positive outcome possible.

Source: Albany Herald, “AT&T workers picket Albany headquarters,” Jim West, Sep. 19, 2015

With the shortage of teachers around the country, some people might be shocked to learn that a math teacher didn’t have her contract renewed with Orange County Public Schools. The school has a critical need for math teachers, but it citing budget cuts as the reason for not renewing the teacher’s contract in 2013. That, however, is up for debate since it is being asserted that the budget didn’t gone down for the school district during the period in which the woman’s contract wasn’t renewed.

The teacher in question is married to an African American man. She has filed a lawsuit against the school district that asserts her contract wasn’t renewed when school officials learned about her husband’s race.

The lawsuit against the school district claims that the officials at the school were “shocked and offended” upon learning that information. The lawsuit also claims that the woman was treated differently by the principal and assistant principal because she was closely associating with “non-whites.”

Information about the woman’s case notes that the assistant principal sometimes referred to black staff members and faculty members as “those people” in front of the complainant. The woman’s claims were investigated by the Florida Commission on Human Rights. The commission found that there is reason to believe the woman’s claims; however, the school district denies the allegations.

This woman’s case brings up the important fact that being treated differently because of race association is a problem that can lead to legal action. Those who feel they have been discriminated against because of race, religion, gender or other protected reasons should explore their actions to seek compensation.

Source: News Channel 4, “Former teacher suing district for discrimination after her contract was not renewed,” Sep. 01, 2015

Sexual harassment in the workplace can make every minute that you are at work feel like torture. With the popularity of the Internet and electronic communication, sexual harassment can sometimes go far beyond issues that occur only when you are at work. Sexual harassment by a co-worker or a business contact that happens online is now possible, and it demands the same attention by your employer as traditional sexual harassment in the workplace.

There are several different ways that you can be subjected to sexual harassment via electronic means. Your harasser might email, text message, private message or instant message you. The sexual harassment might come via posting on social media websites or through flame wars. In all of these cases, it is vital that your employer take immediate action to put a stop to the sexual harassment.

When it comes to sexual harassment online, you can usually get proof of the harassment easily to give to your employer. Printing copies of emails or messages and taking screenshots of the harassment might be possible. It is imperative that you gather all the proof you can of the harassment so that your employer has all the facts.

You can tell the harasser to stop sexually harassing you. Make sure that you keep copies of the message or status in which you make it clear that you don’t want to be sexually harassed.

It doesn’t matter what type of sexually explicit materials you are sent online by someone who is sexually harassing you. Prompt action is necessary in all cases. Learning your legal rights regarding sexual harassment can help you if you end up having to take action against your employer.

Source: The University of North Carolina at Chapel Hill, “Sexual Harassment on the Internet,” accessed Sep. 10, 2015

When an employee makes a complaint about sexual harassment, the subject of whether the harassment is covered under Title VII of the Civil Rights Act of 1964 might come up. This act, which is often referred to as Title VII, contains certain protections for a specific group of workers. Understanding Title VII might help you to better understand the legal grounds for filing sexual harassment complaints.

Which employers are subject to Title VII?

Title VII is applicable to all employers who have at least 15 employees. This includes local and state governments, the federal government, labor organizations, and employment agencies.

Who can be a victim of sexual harassment?

Anyone can be a victim of sexual harassment. Any employee who has to deal with unwanted sexual advances is being sexually harassed. Any employee who has to witness other employees being sexually harassed can also file a sexual harassment complaint. It doesn’t matter what the employee’s position is.

Who are the possible harassers?

The harasser can be a non-employee or an employee. This means that supervisors, contractors, customers and anyone else who sexually harasses a worker are all possible harassers.

How is sexual harassment differentiated from normal contact?

Sexual harassment is any unwelcome conduct of a sexual nature. This can mean physical touching, but it can also mean sexual comments, sexual jokes, and anything else that has sexual undertones.

Sexual harassment in the workplace is very serious. This type of conduct can easily create a hostile work environment. No employee should have to deal with a hostile work environment because of sexual harassment. Employees have the right to make complaints about sexual harassment. Employers should respond promptly and effectively to those complaints.

Source: U.S. Equal Employment Opportunity Commission, “Facts About Sexual Harassment,” accessed Sep. 02, 2015

Women who are pregnant or have newborns face unique challenges. Some of these challenges can affect the woman while she is at work. Just last week, we discussed how women who are breastfeeding are afforded special protections so they can pump milk at work for the baby. That is only one small facet of the protections that women have.

We understand that being pregnant should be a joyous time in a woman’s life. For a pregnant woman, the accommodations she has to make are just part of the journey. Sadly, some employers use a woman’s pregnancy as a way to discriminate against her. That type of behavior is forbidden by the Pregnancy Discrimination Act, which is a federal act.

There are several different aspects of employment that are covered under the PDA. These include benefits and health insurance, hiring, working conditions, promotional opportunities, pay and different types of terminations. In all those situations, it is illegal for an employer to discriminate.

The PDA isn’t the only act that is applicable to pregnant women. All women who are pregnant have rights under the Family and Medical Leave Act. Nursing mothers have rights under the Fair Labor Standards Act.

Any pregnant or nursing woman must ensure that her rights are being respected. When those rights aren’t being respected, we can help you to explore your options. You don’t have to deal with discrimination of any sort. From the investigation to the final outcome of the case, we can stand by you as you fight for the rights you are due under the current laws.

Going back to work after you have a baby is a challenge for most women. That challenging time often comes with a variety of questions and concerns. For mothers who breastfeed, being able to take breaks to pump milk is one of those concerns. Since the Patient Protection and Affordable Care Act went into law, employers have to follow certain guidelines set by the amendment to the Fair Labor Standards Act Section 7.

What protections does the amendment to the FLSA provide?

The FLSA requires employers to provide nursing mothers with the time and a place to express breast milk for their baby. The time must be a reasonable amount of time that is as frequently as the mother needs. The employer has to provide a place that isn’t a bathroom for the mother to express breast milk. The place has to be private, shielded from view and free from intrusions. Even a temporary space is permissible as long as it meets the requirements.

What employers are required to comply?

Employers who have fewer than 50 employees might not have to comply with the requirements if doing so would cause an undue hardship. Additionally, employees who are exempt from Section 7 of the FLSA, which also covers overtime pay, aren’t extended these protections. These protections are only valid until the infant turns 1-year-old.

Women who don’t think that their employer is complying with the provisions made for nursing mothers should try to determine if the employer is required to comply. If the employer is required to comply but doesn’t, the nursing mother has the right to file complaints against the employer.

Source: United States Department of Labor, “Fact Sheet #73: Break Time for Nursing Mothers under the FLSA,” accessed Aug. 17, 2015