All of the following scenarios are examples of unfair discrimination, except:
What are my rights?You have the right to: Show
1. Work in a safe, discrimination-free environment. Your employer is required by law to provide a safe working environment that is not “hostile” to you based on your sex, gender identity, or sexual orientation. 2. Talk about or speak out against gender discrimination at work, whether it’s happening to you or to someone else. You can talk about discrimination that’s happening at work with whoever you want, including your coworkers and your supervisor. You also have the right to tell your employer that you believe a company policy, practice, or manager is discriminatory or engaging in discrimination. It is illegal for your employer to retaliate against or punish you for talking with coworkers about discrimination. Retaliation includes being fired, demoted, cutting your pay, switching your shifts or duties, or any other action that has a negative effect on you. If your employer retaliates, you could consider taking legal action.
3. Report the discriminatory behavior or policy to HR or your boss. Report to HR, your boss, or someone else at your company who has power. We highly recommend submitting the complaint or report in writing (by e-mail or letter) and making copies so you have proof later if you need it. 4. File a grievance. If you are a member of a union, your contract (known as the “collective bargaining agreement” or CBA) generally covers the “terms and conditions” of work. If you believe you’re being treated unfairly or your employer isn’t following the contract, talk to your union rep about filing a grievance. 5. Picket or protest against discrimination. When you get together with one or more of your co-workers to raise concerns about your pay or working conditions, you’re engaging in what’s “concerted activity,” which is legally protected by the National Labor Relations Act. 6. Make a copy of your personnel file. You can request to see your personnel file, which could contain performance evaluations, your employment and pay history, and other useful information that could be used as evidence if you decide to take legal action. Your HR department or union representative should have information about how to get your personnel file for review. 7. File a complaint or charge of discrimination with a government agency, such as the Equal Employment Opportunity Commission (EEOC), or your state’s Fair Employment Practices Agency — for example, in California, the Department of Fair Employment and Housing (DFEH). You also have the right to tell your employer that you plan to file a charge, and they cannot retaliate against you for doing so.
8. Sue / file a lawsuit against your employer for discrimination.
9. Testify as a witness or participate in an investigation by the EEOC or other government agency. Your employer can’t keep you from providing evidence, testifying at a hearing, or communicating with a government agency that is looking into discrimination at your workplace. Even if the investigation eventually finds that there was no discrimination, your participation is still a protected right, meaning your employer can’t retaliate against you for cooperating. If you are fired or retaliated against/punished for doing any of the above, it is illegal, and you could take legal action against your employer or former employer. Retaliation includes being demoted, cutting your pay, switching your shifts or duties, or any other action that has a negative effect on you. If your rights were violated and you’d like to speak to a legal advocate about your different options for taking action, apply for free legal help using this form. Our services are always 100% free and confidential. Depending on the details provided, we may contact you for more information, and follow up with the firm and parties involved. If you have any concerns or objections to us approaching the firm, please provide your reasons in the report. We will duly assess and discuss with you during our follow up, taking into account your concerns.I want to report on… discriminatory job advertisements (e.g. ads that specify age, race or gender) discriminatory workplace practices (e.g. discriminatory hiring based on age) unreasonable employment terms (e.g. unreasonable training bonds) Discriminatory job advertisements Details of job advertisement Indicate the words or phrases that do not abide by the Tripartite Guidelines (job advertisements). Website link to job advertisement Screenshot of job advertisement Files must be less than 2 MB. Allowed file types: gif, jpg or png. No file chosen Upload a fileName as in ID Examples of ID documents include NRIC, FIN and passports. NRIC/ FIN Phone number Email address Are you a union member? Yes No Are you a/an General Branch Member Ordinary Branch Member If you are unsure whether you are a union member, you may wish to check here. By submitting this form, I hereby undertake the following: I have read, understood and agree with TAL's Personal Data Policy My information is current, complete and accurate. I consent to the collection, use, disclosure and retention of my personal data by TAL. For third party’s personal data, I undertake that I have obtained their consent and made the party aware of all matters listed in this policy by referring them to our website. I also consent to the disclosure between the following parties of any and all information that may subsequently be processed or collected in connection with my report or feedback for the purposes listed in TAL’s Personal Data Policy : TAL, the authorities (including the Ministry of Manpower) and authorised parties (including employer and union). Which of the following is not allowed in credit life insurance?life
Which of the following terms may not be used in a life insurance advertisement?No advertisement shall use the terms "investment," "investment plan," "founder's plan," "charter plan," "expansion plan," "profit," "profits," "profit sharing," "deposit," "interest plan," "savings," "savings plan," or other similar terms in connection with a policy in a context or under such circumstances or ...
Which of the following is not a term for the period of time during which the annuitant or the beneficiary?Exam Prep. Which of the following is not a standard exclusion in life insurance policies quizlet?Which of the following is Not a standard exclusion in life insurance policies? Disability. Under what circumstances will the contingent beneficiary receive the death benefit? If the primary beneficiary dies before the insured.
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