Plaintiff seeks to recover damages from her employer for employment discrimination and sexual harassment. Plaintiff states in her complaint that the acts of the defendant are so outrageous that punitive damages are due up to and including attorney fees.
Workplace Discrimination For Weight In Cook
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Multi-State
County:
Cook
Control #:
US-000296
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Weight stigma or bias generally refers to negative weight-related attitudes toward an individual with excess weight or obesity. These attitudes are often manifested by negative stereotypes (e.g., that persons with obesity are “lazy” or “lacking in willpower”), social rejection and prejudice.
Older adults face more subtle forms of weight stigma in their daily environment. For example, in many doctor's offices, examination tables and gowns do not accommodate people of larger size. This is also true on many commercial airplanes, where seats will not fit an individual who carries significant excess weight.
Obesity discrimination is not currently afforded legal status as a protected characteristic under the Equality Act 2010 (EqA 2010). However, obesity-related conditions (eg, osteoarthritis), may be in scope where an employee is able to satisfy the legal definition of a disability under EqA 2010.
Legal protections in California Employers cannot treat employees less favorably because of their physical characteristics, which include obesity. ing to FEHA, they also must provide reasonable accommodations for employees who have disabilities, including severe obesity, unless doing so would cause undue hardship.
Sizeism, weightism or size discrimination is unjust or prejudicial treatment directed at people based on their size.
The workplace is a common setting where weight bias and discrimination occur. Employees who have a higher body weight face weight-based inequities in employment including unfair hiring practices, lower wages, fewer promotions, harassment from co-workers, and unfair job termination.
Workplace discrimination that results from false stereotypes against people with overweight and obesity has been well documented through research associating body mass index (BMI) with income and professional enhancement opportunities. Weight-based discrimination starts before a person even joins a workplace.
Even though discrimination based on weight has a negative impact on people's health and wellness, there is only one state in the U.S – Michigan – that has an anti-weight discrimination law.
The World Obesity Federation defines weight stigma as “the discriminatory acts and ideologies targeted towards individuals because of their weight and size.” Weight stigma can have devastating social, psychological, and physical effects for older adults living with obesity.
Body-shaming, more specifically weight-shaming of men and women, is a widely known characteristic of sizeism, shown in the form of prejudice and discrimination can include both skinny shaming and fat shaming.
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The Human Rights Law prohibits unlawful discrimination based on height or weight in employment, housing, and public accommodations (e.g. Weight and height discrimination in the workplace refers to unfair treatment or prejudice of individuals based on their weight or height.Some employers have created policies to ensure they avoid weight discrimination in the workplace. Here are some examples. Overweight employees who face workplace discrimination may be able to bring an ADA claim based a disabilty. The ordinance permits employers to make decisions based on applicants' and employees' height or weight only under very limited circumstances. Discrimination of any kind should not be acceptable in the workplace. However, weight discrimination may often be hard to pinpoint. It is wrong for employers to single out a person for their weight or the physical or medical requirements of their condition. For example, the Obesity Action Coalition recommends addressing weight bias in workplace harassment training that your employer may offer.