Sexual Harassment Law Finds Its Way Into Oklahoma Indian Country

Discrimination

Since the passage of the Civil Rights Act of 1964 (Title VII), signed into law by President Lyndon Johnson, Title VII has become a fixture in private workplaces across the nation. Amended over the years, Title VII became synonymous with workplace protection against sexual harassment in the wake of Professor Anita Hill’s allegations against then Supreme Court nominee Clarence Thomas in 1994. For the last quarter of a century and counting Title VII continues to be the primary mechanism by which sexual harassment and gender discrimination is identified and dealt with administratively through the Equal Employment Opportunity Commission and its state law counterpart agencies, and through private civil litigation brought in federal courts in all fifty states.

While Title VII remains ubiquitous in discussions about sexual harassment in the private workplace, historically speaking the same cannot be said for employers in Indian Country. That is primarily because tribes were not

Immigrant Workers and Their Rights, Documented or Not

Work Injury

It doesn’t matter what country you’re from or if you’re in the U.S. documented or not. Workplace injuries don’t care about immigration status or language abilities. Everyone hurt on the job deserves representation. Arizona-based workers’ rights attorneys Robert Wisniewski and Javier Grajeda share their vast experiences representing immigrant workers.

Communication is vital, and those with limited English proficiency often need help. Wisniewski shares tips on helping foreign workers communicate the extent of their injuries. American demographics are changing, but our system of protections is for everyone. A competent, certified interpreter is one key.

Undocumented workers, and even documented immigrants, may not know they have rights or may be afraid to speak up. Some may not have valid tax ID information or may work under an

EEOC to Add Non-Binary Gender Option to Discrimination Charge Intake Process

Discrimination

The U.S. Equal Employment Opportunity Commission (EEOC) announced today that it will promote greater equity and inclusion for members of the LGBTQI+ community by giving individuals the option to select a nonbinary “X” gender marker during the voluntary self-identification questions that are part of the intake process for filing a charge of discrimination.

This announcement comes on Transgender Day of Visibility, which recognizes the resilience and accomplishments of the transgender community.

“The addition of a nonbinary gender marker to the EEOC’s charge intake process will be an important step to promote greater inclusion for members of the LGBTQI+ community,” said EEOC Chair Charlotte A. Burrows. “To advance our mission to prevent and remedy employment discrimin­ation, we must serve all workers, including those who do not identify as male or female. Our public-facing forms should make clear that we respect that diversity.”

Recognizing that the binary construction of gender as either