Major League Baseball (MLB) recently issued new harassment and discrimination policies to every major and minor league baseball player employed by a member of the league. According to a new agreement, the organization will provide training sessions for employees and a central complaint system that was created to prevent and combat sexual orientation discrimination and harassment. Despite that the MLB already has an anti-discrimination policy in place, Chicago White Sox manager Robin Ventura stated the new code of conduct was designed to ensure that all players fully understand any harassment or discrimination based on a player’s sexual orientation is unacceptable. MLB Commissioner Bud Selig added that the league will not tolerate sexual orientation harassment on or off of the playing field.
New York Attorney General Eric Schneiderman reportedly assisted in drafting the new harassment and discrimination policy. Earlier this year, Schneiderman also assisted the National Football League with drafting a similar code of conduct after questions purportedly arose at the NFL combine. According to Schneiderman, both policies constitute a “clear stand against discrimination.” The Major League Baseball Players Association has also expressed its support for the new policy.
Although the new MLB policy only affects professional baseball players, all employers in New Jersey are prohibited from discriminating against current or potential workers who are members of a protected class. Title VII of the Civil Rights Act of 1964 makes it unlawful for an employer to discriminate based on race, color, religion, sex, or national origin. New Jersey’s Law Against Discrimination (LAD) also prohibits discrimination in any job-related action on the basis of any of the law’s protected categories. LAD protected categories include race, creed, color, national origin, nationality, ancestry, age, sex, pregnancy status, marital status, sexual orientation, gender identity or expression, mental or physical disability, and more. In addition, employers in New Jersey may not engage in retaliation after a worker makes a good faith complaint about alleged discrimination or harassment. Individuals who suffered workplace discrimination in New Jersey may choose to file a formal complaint with the New Jersey Division of Civil Rights within 180 days of the incident or file a lawsuit in New Jersey Superior Court. A quality New Jersey employment attorney can explain the process in greater detail.
The hardworking employment lawyers at the Resnick Law Group represent current and former employees in legal matters that involve gender discrimination, family or medical leave, employment contracts, disability discrimination, sexual orientation discrimination and harassment, and a variety of others issues in both New Jersey and New York. To discuss how our caring advocates may help you protect your rights, do not hesitate to contact our law firm online or call us today at 973-781-1204 or 646-867-7997.
More Blog Posts:
EEOC Settles Sexual Harassment and Retaliation Claim Against Long Island Church and Diocese, The New Jersey Employment Law Firm Blog, July 19, 2013
Breast Cancer Patient Settles Discrimination Lawsuit Filed Against New York Employer, The New Jersey Employment Law Firm Blog, July 16, 2013
MLB OKs Sex Orientation Harassment Policy, by Michael Gormley, nbcnewyork.com
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