Both federal and Wisconsin law prohibit employment discrimination on the basis of race, disabilities, age, religion, gender, sexual orientation and national origin. A recent Forbes column by employment law attorney Eric Bachman stated that in these cases, "the most obvious form of damages is lost pay if the employee is forced to leave the company."
In the midst of a tumultuous presidential campaign, some legitimate news gets left behind by national media and Milwaukee outlets. One such instance of (mostly) ignored news can be found in a recent ruling by the U.S. Court of Appeals for the Seventh Circuit, in Chicago. The court held that Title VII anti-discrimination protections do not include discrimination in the workplace on the basis of sexual orientation. The court said precedent required its ruling.
Wisconsin women are protected from pregnancy discrimination under several federal employment laws. In fact, 25 years ago Congress amended Title VII in order to outlaw pregnancy discrimination. Not quite as long ago, back in 1993, the federal Family and Medical Leave Act required employers to provide employees with unpaid leave for certain medical and family reasons, including childbirth. And, finally, in 2010 The Patient Protection and Affordable Care Act amended the Fair Labor Standards Act to require employers to provide break time for mothers to pump breast milk for a nursing child.