Here is today's Kansas Commission on Disability Concerns (KCDC) Americans with Disabilities Act (ADA) Information Network message.? I hope you have a wonderful day.?
Martha
Martha K. Gabehart | Executive Director
Kansas Commission on Disability Concerns (KCDC)
Kansas Governor Laura Kelly
900 SW Jackson, Suite 100 | Topeka, Kansas 66612
(785) 296-6525 (direct) | (785) 260-4027 (cell)
[email protected] | www.kcdcinfo.ks.gov
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This message is from the US Access Board.? The Access Board researches and recommends accessibility requirements for buildings, websites, equipment and more to the US Department of Justice and other agencies.?
If you do not have an account with Accessibility Online, it is easy to create one and they are free.? They only require an account so you and they can keep track of the webinars you have watched, to make the certifications that you have participated in the webinars and to make the archives available to you. If you are new to the ADA, this is a free way to learn more.?
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March 29, 2024
U.S. Access Board Webinar on Employee Work Areas and Break Rooms Available in Archives
The U.S. Access Board?s webinar on designing accessible employee work areas and break rooms was last week, but the webinar recording and presentation materials are available in the archives. During this webinar, presenters explained the differences between employee only areas and employee work areas and where exceptions apply. Additionally, they covered the Architectural Barriers Act (ABA) and Americans with Disabilities Act (ADA) requirements for the common areas that are most often found within employee only spaces, including accessible routes, break rooms/kitchenettes, and toilet rooms. This webinar included video remote interpreting (VRI) and real-time captioning. The webinar series is hosted by the ADA National Network in cooperation with the Board. Other archived copies of previous Board webinars are also available on the site.
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This information is from an email received from the US Equal Employment Opportunity Commission (EEOC). The webinar described has a $275 registration fee.??
Wednesday, April 10, 2024, Noon to 2:15 pm CST?
View as a webpage.
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Creating Inclusive Workplaces for Individuals with Hidden Disabilities?
EEOC Dallas District Office Virtual Workshop
April 10, 2024
12 p.m. to 2:15 p.m. CST
Registration: $275.00 per person
Join EEOC's Dallas Assistant Regional Attorney and the Job Accommodation Network (JAN) for this live webinar.?
Learn about secrets to success when approaching mental health issues in the workplace!?
Discussion and insights include:
- potential complexities that may arise in employee limitations
- identifying root causes?
- EEOC guidance
- effective reasonable accommodations in mental health?
Register now! Join the EEOC Dallas District Office for Creating Inclusive Workplaces for Individuals with Hidden Disabilities Virtual Workshop, April 10, 2024 12 p.m. to 2:15 p.m. CT
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? ? Credits:
1. HRCI- This program has been submitted to the HR Certification Institute for review.
2. SHRM- submitted for approval.
3. CLE-seeking credits for Texas Bar?
4. This workshop has been approved for Federal Counselor or Investigator Refresher credits (2 hours).
For questions contact, Tonya Lennox
[email protected] (210) 640-7560?
Register Here
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? U.S. Equal Employment Opportunity Commission
131 M St. NE, Washington, D.C.? 20507
www.eeoc.gov | [email protected]
800-669-4000 | 844-234-5122 (ASL Videophone)
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This message is from the Equal Employment Opportunity Commission (EEOC) about a gender identity discrimination case they filled March 28th.? ?
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FOR IMMEDIATE RELEASE
March 28, 2024
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EEOC Sues Sis-Bro, Inc. for Gender Identity Discrimination and Harassment
Hog Farm Owner and Employees Harassed Transgender Employee, Federal Agency Charges
CHICAGO ? Sis-Bro, Inc., a hog farm in New Athens, Illinois, violated federal law when it allowed an employee to be harassed because of her sex and gender identity, forcing her to quit, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.
According to the lawsuit, the targeted employee, who was a high performer, began her transition in 2018. From that time, Sis-Bro?s co-owner made frequent, derogatory comments about the targeted employee?s gender identity; the co-owner refused to call the targeted employee by her name and referred to her by her former name; repeatedly told her she was ?a guy?; and criticized her use of employer-provided health insurance and leave for gender affirming care.
Further, Sis-Bro failed to stop aggressive sexual harassment by a fellow employee. Beginning in October 2020, a newly hired employee exposed his genitals to the targeted employee, touched her breasts on one occasion, attempted to touch her breasts on other occasions and made frequent unwanted comments and sexual advances towards her. Much of this behavior occurred openly in the presence of other employees. Sis-Bro did not have a policy for reporting harassment. Despite this, at least one employee reported the harassment to the co-owner, but the co-owner did not take any steps to address the harassment. This behavior continued until the targeted employee was forced to quit.
Such alleged conduct violated Title VII of the Civil Rights Act of 1964, which prohibits employers from discriminating against employees on the basis of sex. Harassment based on gender identity is a form of sex discrimination prohibited by the statute. The EEOC filed suit (EEOC v. Sis-Bro, Inc., Case No. 3:24-cv-968) in U.S. District Court for the Southern District of Illinois, East St. Louis Division, after first attempting to reach a pre-litigation settlement through its administrative conciliation process.
?The investigation revealed that Sis-Bro Inc., through its co-owner, engaged in and failed to address severe and pervasive harassment over the course of years,? said EEOC Chicago District Director Amrith Kaur Aakre. ?The EEOC is committed to ensuring transgender individuals are protected from harassment and other discrimination in the workplace.?
Greg Gochanour, regional attorney for the EEOC?s Chicago District Office, said, ?Transgender workers, like all workers, deserve to have a safe workplace free from harassment. Employers have the responsibility to prevent and address harassment based on gender identity, but the EEOC is ready to enforce federal law when they fail to do so.?
For more information on sexual orientation and gender identity discrimination, please visit https://www.eeoc.gov/sexual-orientation-and-gender-identity-sogi-discrimination. For more information on harassment, please visit https://www.eeoc.gov/harassment.
The EEOC?s Chicago District Office is charged with enforcing federal employment discrimination laws in Illinois, Wisconsin, Minnesota, North Dakota, South Dakota and Iowa.
The EEOC prevents and remedies unlawful employment discrimination and advances equal opportunity for all. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
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Contact:
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Jonathan Delozano
Trial Attorney
(312) 872-9695
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Annie Gallerano
Trial Attorney
(312) 872-9669
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Ethan Cohen
Assistant Regional Attorney
(312) 872-9679
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Gregory Gochanour
Regional Attorney
(312) 872-9685
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Chicago District Office
230 S Dearborn St,?
Suite 2920?
Chicago, IL 60604
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Office of Communications & Legislative Affairs
131 M Street NE
Washington, DC 20507
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U.S. Equal Employment Opportunity Commission
131 M St. NE, Washington, D.C.? 20507
800-669-4000 | 844-234-5122 (ASL Videophone)
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