Washington now has several new laws that further prohibit discrimination based on gender identity and gender expression.
Recently, the Washington Supreme Court clarified that, under Washington’s Law Against Discrimination (WLAD), an employee may bring an age discrimination case to trial if he or she can state a prima facie case and show there are genuine issues of material fact about whether discrimination was a substantial factor motivating the employer’s adverse employment action.
Last week at the 59th ELA Annual Conference, I spoke on the looming challenges of meeting the civil rights of student athletes with disabilities. Earlier this year I blogged about this topic and its potential ramifications.
In June 2013, the American Medical Association (AMA) officially recognized obesity as a disease. Putting aside arguments within the medical community about the wisdom of classifying more than one-third of U.S. adults as ill, the AMA’s decision fuels legal arguments that the Americans with Disabilities Act (ADA) protects obese individuals from discrimination based on their obesity.
Employers have long sought to present their public image in a positive light. Such policies typically prohibit employees from discussing corporate matters publicly or disparaging managers, co-workers, or the company itself on Facebook and other social media.
On January 25, 2013, the U.S. Department of Education’s Office for Civil Rights issued important guidance to schools receiving federal funding. This guidance clarifies schools’ existing legal obligations to provide equal opportunities in athletics to students with disabilities as part of the wider effort to avoid such discrimination.