Last week, the United States Supreme Court upheld the University of Texas at Austin’s affirmative action policies in Fisher v. University of Texas. While not directly related to employment law, the decision is an important sign of the Court’s commitment to diversity and may be indicative of how future decisions will come down.
Last week, researchers at the University of Michigan and Princeton University released the results of one of the latest studies regarding the effects of so-called “Ban the Box” legislation. Prior to the legislation, employers could ask applicants about their criminal background as part of the employment application process. This resulted in substantial barriers to employment for minority applicants, particularly African Americans and Latinos statistically more likely to have been incarcerated or have a criminal record. It has also, some believe, resulted in prison overcrowding.
Both bad things.
I recently gave a presentation about implicit bias to a group of visiting nurses in Des Moines. Asking someone to give a speech about implicit bias is like asking someone to give a presentation about the sky. It can go in a million directions and finding a way to focus can be difficult. I took a more general approach, and I think it was pretty well received. It had been awhile since I looked at implicit bias or updated my research, and I was pleasantly surprised to see that it seems to be trending right now.
Welcome to The Pink Slip, a blog designed for embattled employees and the attorneys who represent them. The employment lawyers at Babich Goldman P.C., a Des Moines, Iowa law firm that represent individuals in all types of employment situations, created this blog to provide and exchange information about the various laws that apply to employment related disputes, and to offer general observations regarding life and survival in the modern workplace. We will do our best to post information on a regular basis so our blog remains fresh and current.
We offer our comments and observations hoping that they will launch a robust and productive dialogue among attorneys, human resources professionals, employees, or anyone else attempting to navigate the choppy waters of today’s workplace. We will attempt to touch upon all perspectives, although our posts, for the most part, will be written from the plaintiff’s point of view-from the vantage point of the employee, not the employer.
We invite you to respond to our postings with your own respectful comments and observations. We encourage comments of all types, particularly from those who have been fired at any point of their work lives or have been victimized by discrimination, harassment, retaliation, and other forms of arbitrary decision-making. Tell us what it feels like to experience those things. Tell us how we can better represent you.
Having said all that, let’s begin…