Workplace Discrimination For Weight In Massachusetts
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If passed, the bill will ban body size discrimination and protect all Massachusetts residents by adding height and weight to the list of protected identities alongside gender, race, and other important identity groups.
Fat·ism ˈfat-ˌi-zəm. : prejudice or discrimination against fat people. Never has it been more socially and professionally unacceptable to be fat in Britain … . At a time when racism, sexism and ageism have become taboo, fatism is the last acceptable prejudice. Carol Midgley, The Times (London), 16 Feb.
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.
In most states employees can be fired because of their weight. Michigan is the only state that has passed a law explicitly prohibiting weight-based discrimination and the Washington state Supreme Court has declared that obesity is covered under their anti-discrimination law.
In most states employees can be fired because of their weight. Michigan is the only state that has passed a law explicitly prohibiting weight-based discrimination and the Washington state Supreme Court has declared that obesity is covered under their anti-discrimination law.
Receiving negative comments or “health concerns” about your weight from anyone, including health care professionals. Complimenting someone on their weight loss. Receiving poor treatment because of your size or being denied/ required to lose weight because of your size in order toreceive a medical treatment.
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.
The easiest way to prove unlawful discrimination is through the use of direct evidence. Direct evidence is the kind that, if believed, requires a conclusion that unlawful discrimination motivated the employer's decision. Direct evidence requires no inference or presumption.
When you make a discrimination claim, you need to provide the court with evidence from which it could decide that the discrimination took place. The obligation on you to provide this evidence is called the burden of proof.
It will not only benefit you, but your co-workers as well because it will likely make your workplace safer by creating a better environment for all. When you sue, you can also obtain a legal remedy for the discrimination you have faced. Employers often offer a significant sum in these cases.
