Employment Non-Discrimination Act (ENDA)

[Thinker]

I am just now taking steps to get involved with Equality Nevada and am particularly interested in learning more about (and securing) workplace protections for trans-identified individuals. This is a new process for me......a new way of being......and I'm both excited and nervous (nervous because this type of involvement is very new to me).

What have your experiences been with this piece of legislation? Your level of involvement?

Part of this journey may take me to the HR departments of businesses and corporations. I want to see what is in place......or what's *not* in place.......to share and learn..... Hell, I don't know. Like I said, it's new for me.

Thoughts? Stories? Links?

Please, note: Although *my* particular interest as I move forward is to see what is/isn't in place for trans-folks, I am focusing on all under the GLBTQI umbrella when talking about ENDA here.

In case you're interested in the basics on ENDA, this is from www.hrc.org ...

What is the Employment Non-Discrimination Act?

The Employment Non-Discrimination Act (ENDA) would provide basic protections against workplace discrimination on the basis of sexual orientation or gender identity. ENDA simply affords to all Americans basic employment protection from discrimination based on irrational prejudice. The bill is closely modeled on existing civil rights laws, including Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act. The bill explicitly prohibits preferential treatment and quotas and does not permit disparate impact suits. In addition, it exempts small businesses, religious organizations and the military, and does not require that domestic partner benefits be provided to the same-sex partners of employees.

What ENDA Does

* Extends federal employment discrimination protections currently provided based on race, religion, sex, national origin, age and disability to sexual orientation and gender identity
* Prohibits public and private employers, employment agencies and labor unions from using an individual’s sexual orientation or gender identity as the basis for employment decisions, such as hiring, firing, promotion or compensation
* Provides for the same procedures, and similar, but somewhat more limited, remedies as are permitted under Title VII and the Americans with Disabilities Act
* Applies to Congress and the federal government, as well as employees of state and local governments

What ENDA Does Not Do

* Cover businesses with fewer than 15 employees
* Apply to religious organizations
* Apply to the uniformed members of the armed forces (the bill doesn’t affect the "Don’t Ask, Don’t Tell" policy)
* Allow for quotas or preferential treatment based on sexual orientation or gender identity
* Allow a "disparate impact" claim similar to the one available under Title VII of the Civil Rights Act of 1964. Therefore, an employer is not required to justify a neutral practice that may have a statistically disparate impact on individuals because of their sexual orientation or gender identity
* Allow the imposition of affirmative action for a violation of ENDA
* Allow the Equal Employment Opportunity Commission to collect statistics on sexual orientation or gender identity or compel employers to collect such statistics.
* Apply retroactively

[Thinker]

There was a Senate hearing this past Thursday.

http://www.washblade.com/thelatest/thelatest.cfm?blog_id=27967

No trans witnesses on the panel... :( That's the kind of thing of which I would not mind being a part. I'll take my first step this Tuesday evening.

Some of you know that I spent 21 years in education. When I decided to transition, I left my job and the east coast and moved. Part of the reason was to be with my lady. Another part was to try something different. And another part was to focus on transitioning with as few distractions as we could manage.

I am very blessed in that I have not had to resume a more traditional career. But if I am to be honest, I would have to say the thought of applying.......say, in a school system.........and putting ALL of my cards on the table would be a bit stressful.

I've always feared being judged (not sure what that is rooted in), and I think it would be pretty intimidating to say, "Hey, I'm a kick-ass educator and specialist with some outstanding professional references. You'll find all my records in this folder. You'll also find a certified court order for my name change, blah, blah, blah..."

Now, I have no problem actually doing that. I just don't have much faith that it would not be an issue.

That's sad to me. We all know that it *would* be an issue the majority of the time.

[Linus]

It's interesting that as an adult educator transitioning on the job isn't an issue but I think those that do transition and are teachers for children face far more judgement of their "skill/ability" than adult educators. I think there is some kind of mythos where people believe the negative hype around trans individuals (e.g., mentally unstable, deviants, etc.)

They cannot see the separation of personal life from professional life in a school system. What is interesting about ENDA is that it does allow various institutions to be exempt (which will mean if your faith doesn't support LGBTQ individuals, you may not want to come out to them and, in fact, find work elsewhere if possible).

Good luck on Tuesday. :)

[Thinker]

It's interesting that as an adult educator transitioning on the job isn't an issue but I think those that do transition and are teachers for children face far more judgement of their "skill/ability" than adult educators. I think there is some kind of mythos where people believe the negative hype around trans individuals (e.g., mentally unstable, deviants, etc.)


Agreed.

It really is painfully frustrating to think about it. So much doesn't make sense about the thought processes, the reasoning (and lack of), and the reactions.

I believe that once we have those protections in place, we still have to look at an employer's responsibility in *not* disclosing certain information. So... I can see post-transition individuals being hired in K-12 education (and hopefully protected). However, I still think we are a long, long, long way away from K-12 educators being able to peacefully transition *on* the job.

Linus, does your employer have a non-discrimination policy in place that cites sexual orientation *and* gender identity?

[Linus]

Agreed.

It really is painfully frustrating to think about it. So much doesn't make sense about the thought processes, the reasoning (and lack of), and the reactions.

I believe that once we have those protections in place, we still have to look at an employer's responsibility in *not* disclosing certain information. So... I can see post-transition individuals being hired in K-12 education (and hopefully protected). However, I still think we are a long, long, long way away from K-12 educators being able to peacefully transition *on* the job.

Linus, does your employer have a non-discrimination policy in place that cites sexual orientation *and* gender identity?

Actually, yes. The company is very sensitive and, although HR is slow at times, they are very supportive.

[Thinker]

Actually, yes. The company is very sensitive and, although HR is slow at times, they are very supportive.

That is so awesome! Great to hear!!

[Thinker]

This is such a great little article following last Thursday's Senate hearing and includes a 10-minute video from the hearing that features Sen. Franken.

It's good stuff!!!

http://www.bilerico.com/2009/11/weekly_enda_update_what_did_the_senate_hearing_acc .php

[Lady Jewel]

Thinker, I live in Southern Nevada, and I am very fortunate that my employer does have a non-discrimination policy in regards to sexual orientation AND gender indentity :)

Jewel



Agreed.

It really is painfully frustrating to think about it. So much doesn't make sense about the thought processes, the reasoning (and lack of), and the reactions.

I believe that once we have those protections in place, we still have to look at an employer's responsibility in *not* disclosing certain information. So... I can see post-transition individuals being hired in K-12 education (and hopefully protected). However, I still think we are a long, long, long way away from K-12 educators being able to peacefully transition *on* the job.

Linus, does your employer have a non-discrimination policy in place that cites sexual orientation *and* gender identity?

[Thinker]

Thinker, I live in Southern Nevada, and I am very fortunate that my employer does have a non-discrimination policy in regards to sexual orientation AND gender indentity :)

Jewel

Outstanding!

[Thinker]

Update...

http://lezgetreal.com/?p=26789

[AtLast]

There was a Senate hearing this past Thursday.

http://www.washblade.com/thelatest/thelatest.cfm?blog_id=27967

No trans witnesses on the panel... :( That's the kind of thing of which I would not mind being a part. I'll take my first step this Tuesday evening.

Some of you know that I spent 21 years in education. When I decided to transition, I left my job and the east coast and moved. Part of the reason was to be with my lady. Another part was to try something different. And another part was to focus on transitioning with as few distractions as we could manage.

I am very blessed in that I have not had to resume a more traditional career. But if I am to be honest, I would have to say the thought of applying.......say, in a school system.........and putting ALL of my cards on the table would be a bit stressful.

I've always feared being judged (not sure what that is rooted in), and I think it would be pretty intimidating to say, "Hey, I'm a kick-ass educator and specialist with some outstanding professional references. You'll find all my records in this folder. You'll also find a certified court order for my name change, blah, blah, blah..."

Now, I have no problem actually doing that. I just don't have much faith that it would not be an issue.

That's sad to me. We all know that it *would* be an issue the majority of the time.

I hate it that I have to agree here..... the would be continues even with reform. Thinkin' that it would be a very good thing for a Thinker to be on that panel!

[Thinker]

From April 12; Rep. Barney Frank

http://www.lgbtpov.com/2010/04/rep-barney-frank-on-enda-dadt-and-how-lgbts-should-lobby-like-the-nra/

[Jess]

Wish you were still here Thinker. The Equality VA/ VCU rally is seeking trans- teachers to speak! Keep up the good work out there. We'll keep your struggle in our thoughts!

[PrudenceJuris]

Hi Thinker,

I've been doing advocacy and enforcement work in this area (employment discrimination) for a number of years. Recently I've focused on an investigative methodology called "testing." I'm very happy to go into further detail "off-line" about the specifics of this methodology, but the critical piece here is that this is type of investigation has proved very difficult due to a lack of transmen and/or FtMs willing to volunteer in the process. I am currently work for the Equal Rights Center (www.equalrightscenter.org) a national civil rights non-profit, and we are constantly looking for transmen/FtMs will to be testers. If you, or other friends would be willing to participate allow me to direct you to the link on our website and complete the online application.

There was a Senate hearing this past Thursday.

http://www.washblade.com/thelatest/thelatest.cfm?blog_id=27967

No trans witnesses on the panel... :( That's the kind of thing of which I would not mind being a part.

Also, I was unable to go to the link you posted regarding the ENDA Senate hearing. However, I know in other hearings in 2009 there were 2 or 3 trans who testified including Shannon Minter, Legal Director for National Center for Lesbian Rights. With that said more folks with compelling stories of how the lack of federal legal protection hurts their lives and their families are always welcome, just submit your written testimony to the committee for inclusion.

I am so happy to see this thread and prayerful more folks will tell their stories and let their voices be heard.

[Thinker]

Hi Thinker,

I've been doing advocacy and enforcement work in this area (employment discrimination) for a number of years. Recently I've focused on an investigative methodology called "testing." I'm very happy to go into further detail "off-line" about the specifics of this methodology, but the critical piece here is that this is type of investigation has proved very difficult due to a lack of transmen and/or FtMs willing to volunteer in the process. I am currently work for the Equal Rights Center (www.equalrightscenter.org) a national civil rights non-profit, and we are constantly looking for transmen/FtMs will to be testers. If you, or other friends would be willing to participate allow me to direct you to the link on our website and complete the online application.

Is it the section titled Civil Rights Testing Program?

[PrudenceJuris]

Yes, that's the section.

[Thinker]

Update...

Still so much work to do...

http://www.dcagenda.com/2010/04/15/16-democratic-senators-uncommitted-on-enda/

[PrudenceJuris]

An outrageous article about ENDA was published in the Capitol Newspaper Rollcall. Please contact RC's office, ask to speak with Charlie. More than likely you will only be transferred to his voice mail. Even if you are, please leave a respectful message about how inaccurate the story was, why it was wrong to publish a very biased story from an org that is on a 'watch list', encourage Charlie to assure that Jillian's rebuttal will be published, and if there is time tell him why passing ENDA is important to you.

http://www.bilerico.com/2010/04/top_capitol_newspaper_publishes_outrageous_lies_of .php

[Rockinonahigh]

Excuse me for rainng on the enda act,but I have my doubts about its ablaity to do a thing in real life for ppl with disablities or anything else cause last year I was hired by a local company and they knew about my disablity as well as my sexuality wich wasnt the issue beleave it or not.They hired me full knowing about my disablity and even voiced that I may not be able to handle the job,then hired me anyway..a week later I was fired.I know Louisiana is an at will state but I thought enda was suposed to protect the disabled in the work force.I told my vocational rehab counselor but he just blew it off like it was nothing.Note that this company made no adjustments to comply with anything to work around my disablities,wich wouldnt have taken much to do or time out of the work day.All this was done in front of the whole staff as well as about 50 ppl dureing orentation..I was isused uniforms and filled out papaer work then they droped the bomb on me in a very public way.I know there isnt any good way to fire someone but dreaging me threw the mill the way they did wasnt at all a good thing to go threw.

[AtLast]

I do not know all of the specifics of ENDA and am wondering if it can (hope so) have an impact on at will employment? The idea that one's employment can be terminated for any cause and that this type of employment structure exists makes me nuts. I have always thought at will employment agreements were to ward off law suits, but that a court could take on cases of discrimination anyway.

I just don't have any background in this area and would like to know how ENDA can work against at will employment agreements.

[Rockinonahigh]

I thought my counselor would be up on this but he just gave me the oh well look and didnt even care.I have no idea how to contact anyone about this so dont know what to do if anything about this.Heck I couldnt even get anyone to back me on an sexual harrasment prob at one of the casinos I worked at three years ago..I had to quit the job to get away from this nut case.I followed all the right steps to deal with it but didnt do any good.Sometimes I feel like a target that says kick me.Note today im feeling mighty puny cause of may back being out again..yes, im haveing a bad day.

[Thinker]

Good grief...

http://www.southfloridagaynews.com/editorial/political-editorial/1236-traditional-values-coalition-lies-about-enda.html

[Thinker]

Some good news...

http://www.bilerico.com/2010/05/enda_now_ready_to_pass.php

[Thinker]

If you don't know your Congress members' positions on ENDA, you can find out here...

http://www.rallycongress.com/the-bilerico-project/learn/112/congressmember-positions-on-enda/


And here is a quick way to contact Congress and encourage them to pass a fully-inclusive ENDA...

http://www.rallycongress.com/the-bilerico-project/

[Jess]

http://www.metroweekly.com/poliglot/2010/07/eight-arrested-in-pelosi-prote.html

[MsTinkerbelly]

What Happened to ENDA? The Williams Institute Panel TONIGHT at WeHo Library
Cross-posted from LGBTPOV.com

By Karen Ocamb

The issue of marriage rights for same sex couples has dominated our national conversation since Karl Rove used antigay initiatives to drive evangelicals to the ballot box for George W. Bush’s re-election in 2004. The Prop 8 wars and the recent victories and ballot referendums in a number of states since then have lead many to believe that marriage equality is the top priority for LGBT people.

The reality is that the top priority for many LGBT Americans is finding and securing a job, especially one with discrimination protections based on gender identity, as well as sexual orientation. The question about the status of the languishing Employment Non-Discrimination Act (ENDA) surfaced in early January when the Equal Employment Opportunity Commission (EEOC) won a $155,000 settlement against DynCorp International LLC, a military contractor and aircraft maintenance company, based in a sex-based workplace discrimination case. After considerable pressure lead by Tico Almeida, a civil rights attorney and founder of Freedom to Work who started the petition signed by 50,000 people on Change.org, DynCorp added sexual orientation and gender identity to its workplace non-discrimination policies.

“It’s terrific that DynCorp has moved to protect its LGBT employees, but let’s also remember that dozens of other government contractors do not protect their workers from anti-LGBT harassment and discrimination,” Almeida said in a press release. “An executive order outlawing discrimination at federal contractors on the basis of sexual orientation and gender identity is sitting at the White House. President Obama should take this opportunity, in the wake of DynCorp’s decision, to make sure that no government contractor uses taxpayer money to fund anti-LGBT harassment or discrimination.”

The news that an ENDA-like bill was “sitting at the White House” prompted a new petition to Obama – and a number of stories: I criticized Obama for not including the need for ENDA in his State of the Union address; Chris Geidner at Metro Weekly wrote “From Partner Benefits to Affirmative Action, Proposed Contractor Executive Order Specifics Discussed;” and The Williams Institute’s M.V. Lee Badgett wrote an op-ed for the New York Times: “What Obama Should Do About Workplace Discrimination.”

Wednesday night, Feb. 22, from 6:15-8:00pm The Williams Institute and the City of West Hollywood are presenting an important panel discussion on the topic: “What Happened to the Employment Non-Discrimination Act (ENDA)” in the Community Room at the New West Hollywood Library, 625 N. San Vicente Boulevard. (Free validated parking at the parking structure on El Tovar Place off Robertson Boulevard in between Melrose Avenue and Santa Monica Blvd).

The Williams Institute speakers are: Christy Mallory, Legal Research Fellow; Ilan H. Meyer, Williams Senior Scholar of Public Policy; Jennifer C. Pizer, Legal Director and Arnold D. Kassoy Senior Scholar of Law; and Brad Sears, Assistant Dean & Executive Director, Roberta A. Conroy Scholar of Law and Policy. Freedom to Work’s Tico Almeida will also be there but is not an “official” speaker.

Much of the discussion will focus on a new study by Mallory. Here’s a quick brief from The Williams Institute:



Local ordinances that require city and county contractors to prohibit sexual orientation and gender identity discrimination protect thousands of workers without burdening governments or businesses, according to a new study from the UCLA School of Law’s Williams Institute.

“This study provides evidence that a federal executive order that similarly barred discrimination could protect millions of workers while not overburdening federal contractors or the U.S. government,” said the study’s co-author, Christy Mallory, Legal Fellow, Williams Institute.

Currently, only 21 states and the District of Columbia include sexual orientation or gender identity in their statewide non-discrimination laws, and no federal law prohibits employment discrimination based on sexual orientation or gender identity in the private sector. A federal executive order that prohibited such discrimination could protect up to 16.5 million workers.

The local governments in the study reported widespread compliance among contractors and very little, if any, resistance to adopting LGBT-related employment policies. Further, no locality reported that any employees had filed complaints of sexual orientation or gender identity discrimination after the policies were implemented.

“Their responses indicate businesses were willing to adopt these policies in order to contract with cities like Raleigh and Indianapolis,” said Mallory. She continued, “This demonstrates that contractors accept the possibility of government enforcement, even when no state law imposes similar requirements.”

The survey responses also indicate that the laws are not burdensome or costly for the agencies to implement and enforce. No locality reported that it had to hire additional staff to enforce these ordinances, or that there was any cost associated in adding sexual orientation and gender identity to existing non-discrimination policies and practices.

“Our analysis shows that concerns about these laws have not been born out,” said Brad Sears, Roberta A. Conroy Senior Scholar of Law & Policy and Williams Institute Executive Director, “the agencies reported no disruption to the contracting process as a result of passing these ordinances—for themselves or their contractors. In short, its business as usual after a locality has decided to add these protections for LGBT people.”

The study evaluated data from 29 city and county government agencies that require local government contractors to adopt sexual orientation and gender identity employment non-discrimination policies. Some cities and counties also require local government contractors to take further steps to protect LGBT workers, such as posting inclusive Equal Employment opportunity policies, training managers and employees to prevent harassment and discrimination, and including the LGBT community in outreach and recruitment efforts.

[MsTinkerbelly]

White House says instead of contractor nondiscrimination order we need to “build support for passage of ENDA”By Scottie Thomaston

Activists in the LGBT community have been pushing for an employment non-discrimination bill for decades upon decades. We’ve built up an organizational structure, changed hearts and minds, disseminated facts about the need for one, got lots of legislators on-board over the years and we have been keeping up pressure nonstop. The first time a non-discrimination bill for gay people was introduced in Congress was 38 years ago, in 1974. That bill didn’t go anywhere and for years they kept trying. In 1996, ENDA was voted on in the Senate for the first time and it failed, while at the same time Congress passed the Defense of Marriage Act.

In 2006, there were promises that ENDA would receive floor votes and get passed through Congress, finally, with leaders like Nancy Pelosi saying it is a priority. Then, in 2010, it was determined there would be no action on ENDA until after repeal of Don’t Ask, Don’t Tell. And finally, now that Republicans control the House and Democrats have a small majority in the Senate and may lose even more seats in November, it is increasingly unlikely anyone will attempt to pass anything through at this point.

For years, LGBT people have been asked – warned at some points – to have patience, to accept pragmatic steps toward equality, because we shouldn’t push too hard, ask for too much too soon. And we resisted for quite a long time on that, because equality shouldn’t have to come in pieces simply because politicians worry that taking concrete steps to affirm our humanity and equality might upset the right wing.

But, then we finally agreed: there is indeed a pragmatic step toward equality the White House could take. And we would welcome it. The White House could add LGBT people to an existing executive order on nondiscrimination of government contractors. Adding a set of people to an existing EO covering a small subset of workers and companies is not a huge leap. The polls even bear out that it has a lot of support from the American people – in fact even ENDA itself is enormously popular, and a lot of Americans even think we already passed it. The good thing about adding LGBTs to that executive order is it puts a foot in the door for future passage of ENDA – when nothing terrible happens after we’re receiving nondiscrimination protections, people will be less inclined to fight passage of a bill extending those protections to more of the LGBT community.

So then, how did the White House respond?

This way:


“The President is dedicated to securing equal rights for LGBT Americans and that is why he has long supported an inclusive Employment Non-Discrimination Act (ENDA), which would prohibit employers across the country from discriminating on the basis of sexual orientation and gender identity.

“The President is committed to lasting and comprehensive change and therefore our goal is passage of ENDA, which is a legislative solution to LGBT employment discrimination — just as the President pressed for legislative repeal of DADT.”

And White House Press Secretary Jay Carney said:


“Our position hasn’t changed since we started talking about this last week. At this time, we believe that the right approach is to build support for passage of [Employment Non-Discrimination Act] legislation. And I think an example of why this approach can be most effective is the way that we approached the repeal of ‘Don’t Ask, Don’t Tell.’ So, there is no change.”

First of all, since LGBT activists have been “build[ing]” support for passage of the bill for over forty years, one wonders how much longer we need to wait for even a small piece of what ENDA would offer. We fought for decades, didn’t see any movement at all, and so we instead pushed for a sensible update to an already existing amendment. Now, the White House seems to be saying, “no, go back to the first thing you were doing.” Or do they not realize that we didn’t just start organizing at the beginning of this administration?

Secondly, I guess he’s talking about the legislative repeal of Don’t Ask, Don’t Tell that was going to be pushed back until after 2011 until a judge ruled it unconstitutional and servicemembers and other activists chained themselves to the White House fence. That was a bill that originally arrived in a different form, then the nondiscrimination part was stripped from the bill, then it was placed in the NDAA and voted down a couple of times, and finally at the last moment barely got cloture as a standalone bill at the last minute in a lame duck session of Congress. And now, of course, almost all the Republican candidates have promised for months that they will reinstate Don’t Ask, Don’t Tell, through an executive order or through going to Congress to ask for a vote. Despite the talk of an enduring solution, any Republican president can reverse it. That would likely be unpopular, but it is not an impossible thing for them to do because of some bulletproof legislative solution.

We have been building support for passage of ENDA for so long, and we really would have liked to see a pragmatic step taken in that direction, since we have a Republican-led House and passage of ENDA is completely inconceivable at this point in time.

[Nadeest]

I agree. The President could have taken a dramatic step towards fairness, and made it a campaign issue to distinguish himself and his campaign from the Republicans. If he had framed it as a simple matter of right and wrong, I think that he would have won a large amount of voters. He would also have been able to point out to all, just how much the Republicans are using simple hatred of others that are not like themselves, as part of the party platform. :(

[TheresaD]

Excuse me for rainng on the enda act,but I have my doubts about its ablaity to do a thing in real life for ppl with disablities or anything else cause last year I was hired by a local company and they knew about my disablity as well as my sexuality wich wasnt the issue beleave it or not.They hired me full knowing about my disablity and even voiced that I may not be able to handle the job,then hired me anyway..a week later I was fired.I know Louisiana is an at will state but I thought enda was suposed to protect the disabled in the work force.I told my vocational rehab counselor but he just blew it off like it was nothing.Note that this company made no adjustments to comply with anything to work around my disablities,wich wouldnt have taken much to do or time out of the work day.All this was done in front of the whole staff as well as about 50 ppl dureing orentation..I was isused uniforms and filled out papaer work then they droped the bomb on me in a very public way.I know there isnt any good way to fire someone but dreaging me threw the mill the way they did wasnt at all a good thing to go threw.

Federal laws prohibit workplace discrimination with regard some very specific things. Age discrimination is one of them. Contact a lawyer right away. Don't let the statute run and lose your rights!

[TheresaD]

Excuse me for rainng on the enda act,but I have my doubts about its ablaity to do a thing in real life for ppl with disablities or anything else cause last year I was hired by a local company and they knew about my disablity as well as my sexuality wich wasnt the issue beleave it or not.They hired me full knowing about my disablity and even voiced that I may not be able to handle the job,then hired me anyway..a week later I was fired.I know Louisiana is an at will state but I thought enda was suposed to protect the disabled in the work force.I told my vocational rehab counselor but he just blew it off like it was nothing.Note that this company made no adjustments to comply with anything to work around my disablities,wich wouldnt have taken much to do or time out of the work day.All this was done in front of the whole staff as well as about 50 ppl dureing orentation..I was isused uniforms and filled out papaer work then they droped the bomb on me in a very public way.I know there isnt any good way to fire someone but dreaging me threw the mill the way they did wasnt at all a good thing to go threw.

Federal laws prohibit workplace discrimination with regard some very specific things. Disability discrimination is one of them. Contact a lawyer right away. Don't let the statute run and lose your rights!

[Rockinonahigh]

Federal laws prohibit workplace discrimination with regard some very specific things. Disability discrimination is one of them. Contact a lawyer right away. Don't let the statute run and lose your rights!

It has been over a year so I doubt a lawyer will help,I can prove it cause an ex friend of mine was working there at the time.I reported a sexual harrasment issue with a local casino same deal...gotta prove it.

[Toughy]

It has been over a year so I doubt a lawyer will help,I can prove it cause an ex friend of mine was working there at the time.I reported a sexual harrasment issue with a local casino same deal...gotta prove it.

talk to an employment lawyer...........a year is well within the time frame for a claim...............

employers hope you think a year (or more) is too long..............it's not.

your claim may not be about ENDA....it could be ADA

[Rockinonahigh]

[QUOTE=Toughy;567664]talk to an employment lawyer...........a year is well within the time frame for a claim...............

employers hope you think a year (or more) is too long..............it's not.

your claim may not be about ENDA....it could be ADA[/QUOTE



Where can I find an employment lawer,its the first time I ever herd of one.

[Toughy]

I would call the local lgbt center and ask for a referral....I think every state has at least one lgbt center. There is also lamda legal defense and NCLR (national center for lesbian rights) for legal referrals.

I would also talk to the state employment division....most states have a labor rights divisions that might be able to help.

You could also check with friends and see if they know anyone. I needed a lawyer once and sure enough there was one in my greater circle of friends.

[Corkey]

Don't forget the ACLU, sometimes they are pro-bono.