Discover and read the best of Twitter Threads about #emplaw
Most recents (3)
This is the clearest possible bulk harassment of all Oxfam's gender-critical staff: deliberately demonising them with this hate-filled imagery. Our DMs are open. legalfeminist.org.uk/2021/09/09/don….
"If you want to make this real – well, run the thought experiment, substituting in groups defined by other protected characteristics for “TERF” in “Be less TERF.” It looks pretty bad, doesn’t it?"
"[Bulk harassment] is exceptionally efficient. You don’t have to bother to harass your gender critical staff individually. Instead... you can harass them all at once – even including those you don’t know about (yet)."
All #emplaw practitioners would do well to read kcl.ac.uk/law/research/f… as it has some statements about Equality Act & discrimination which I find interesting & contentious. Their entire hypothesis is about not registering sex & people/companies relying entirely on some form of
sense of gender or looser. Sex and GR would be replaced as a merged protected characteristic by gender. Some thoughts:
1. their assertion that this is simply in line with current protection re perceived sex doesn't compute. My work experience is that sex discrimination isn't
1. their assertion that this is simply in line with current protection re perceived sex doesn't compute. My work experience is that sex discrimination isn't
related to presentation but nearly always by biology (relative strength, size and potential for childbirth). Discrimination against trans women is nearly always on grounds of perceiving them to be trans.
2. That race and sexual orientation are not registered, and sex is, seems
2. That race and sexual orientation are not registered, and sex is, seems
Howdy #HR! Some #emplaw reminders for y'all as we navigate #COVID19: 1) As you go to a skeleton crew, yes, regular OT rules will still apply. Watch this. You must pay 1.5 times an employee's regular rate for all work over 40 hours per week.
2) If you do a layoff & you want to provide a severance with an agreement, remember the Older Workers Benefit Protection Act notice requirements. It may be best to put whatever amounts you want to spend on severance on health insurance premiums so if people get sick...
Right now, getting a release from employees isn't a top priority, so just giving folks payments or paying for insurance will be welcome from your people. Not getting a release is likely to be okay. We can worry about suits later. Do the right thing now.
