LGBTI News and Politics

Archive for the ‘Business/Finance/Taxes’ Category

Angie’s List halts expansion of Indianapolis headquarters over new state law that targets gays

 | Raw Story | March 29, 2015

The company behind the Angie’s List business-rating website on Saturday put on hold a planned expansion of its Indianapolis headquarters over a new Indiana law that opponents say could allow companies to deny services to gay people.

The decision by Angie’s List Inc comes amid criticism of the so-called Religious Freedom Restoration Act, which was passed overwhelmingly by both champers of the Republican led-state legislature and signed into law on Thursday by Indiana Governor Mike Pence.

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Anonymous Indiana restaurant owner boasts that he’s already discriminated against gays

 | Raw Story | March 29, 2015

Indiana’s so-called Religious Freedom Restoration Act (RFRA) was signed into law on Thursday and already one Indianapolis business owner is boasting that he has denied LGBT people service at his restaurant.

According to Pink News, a caller named “Ryan” appeared on Indianapolis’ RadioNOW 100.9 to say that he is already denying service to LGBT people. He declined, however, to give the name of his business.

“I’m 100 percent behind people’s lifestyles, and what they want to do, but I don’t want them to bring that into my place of business, and make other people that are there feel uncomfortable,” he said.

“I grew up Christian, and I believe in man and woman, Adam and Even not Adam and Steve,” he went on. “If a couple comes into my restaurant and makes other people leave my place of business, then I’m losing more money from the people leaving than coming in.”

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Employment Discrimination Based on Sexual Orientation and Gender Identity in Virginia

VirginiaChristy Mallory, Brad Sears | The Williams Institute | March 16, 2015

LGBT workers in Virginia are not explicitly protected from discrimination under state or federal laws. Three localities in Virginia prohibit discrimination based on sexual orientation in private and public sector employment; only one locality prohibits discrimination based on gender identity. If sexual orientation and gender identity were added to existing statewide non-discrimination laws, 5 more complaints would be filed in Virginia each year. The cost of enforcing those complaints would be negligible, and would not require additional court or administrative staff.

For the press release, click here.
For the full report, click here.

US Companies Are Stashing $2.1 Trillion Overseas to Avoid Taxes

Off shore tax havens make it difficult for the government to collect revenue. (photo: Paramount Pictures)
Off shore tax havens make it difficult for the government to collect revenue. (photo: Paramount Pictures)

Richard Rubin | Bloomberg | Reader Supported News | March 11, 2015


ight of the biggest U.S. technology companies added a combined $69 billion to their stockpiled offshore profits over the past year, even as some corporations in other industries felt pressure to bring cash back home.

Microsoft Corp., Apple Inc., Google Inc. and five other tech firms now account for more than a fifth of the $2.10 trillion in profits that U.S. companies are holding overseas, according to a Bloomberg News review of the securities filings of 304 corporations. The total amount held outside the U.S. by the companies was up 8 percent from the previous year, though 58 companies reported smaller stockpiles.

The money pileup, reflecting companies’ incentives to park profits in low-tax countries, has drawn the attention of President Barack Obama and U.S. lawmakers, who see a chance to tap the funds for spending programs and to revamp the tax code. That effort is stalled in Washington, and there are few signs that tech companies will bring the profits back to the U.S. until Congress gives them an incentive or a mandate.

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Same-sex spouses included in US Family and Medical Leave Act

Gay Star News | March 3, 2015

The US Department of Labor has issued new rulings that revise the definition of spouse in the Family and Medical Leave Act (FMLA) 1993. The new ruling recognizes same-sex spouses.

The ruling was issued last week (25 February) and will take effect on 27 March. Eligible employees who are in a recognized same-sex marriage will be able to take federal, job-protected FMLA leave – up to 12 work weeks a year – to care for their spouse or family member.

Prior to the revision, employees were only entitled to FMLA leave if their state of residence recognized their opposite-sex marriage.

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EEOC ruling: Walmart discriminated against lesbian employee

| LGBT Nation | February 18, 2015

BOSTON — A federal agency says Walmart discriminated against a lesbian employee who sought health coverage for her ailing wife and has ordered “a just resolution” for violating her civil rights.

WalmartThe U.S. Equal Employment Opportunity Commission ordered the retail giant to work with Jacqueline Cote of New Bedford, Massachusetts, who hopes the determination will help her pay off $100,000 in medical bills.

In a Jan. 29 EEOC ruling, obtained Wednesday by The Associated Press, the agency said Cote “was treated differently and denied benefits because of her sex.”

Cote tried to enroll her partner in Walmart’s health plan repeatedly starting in 2008, but coverage was denied and the company didn’t provide it until 2014. In 2012, Cote’s wife, Diana Smithson, was diagnosed with cancer.

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Approximately 80,000 LGBT Workers in Kentucky Lack Statewide Protections against Ongoing Employment Discrimination

For Immediate Distribution
February 25, 2015

Laura Rodriguez,, (310) 956-2425(310) 956-2425
Donald Gatlin,, (202) 587-2871(202) 587-2871

LOS ANGELES — Approximately 80,000 LGBT workers in Kentucky are vulnerable to employment discrimination absent explicit statewide legal protections, according to a new report co-authored by Christy Mallory, Senior Counsel, and Brad Sears, Executive Director, at the UCLA School of Law’s Williams Institute. Currently, seven localities in Kentucky have ordinances prohibiting discrimination based on sexual orientation and gender identity in public and private sector employment, but approximately 77% of Kentucky’s workforce is not covered by these laws.

“A statewide law prohibiting employment discrimination based on sexual orientation and gender identity would bring new protections to thousands of workers without burdening courts and agencies,” Mallory said. “Most likely, the cost of handling complaints filed under the law could be absorbed into the existing enforcement system with no need for additional staff or resources.”

The report finds evidence of ongoing discrimination against LGBT people in Kentucky:

• Public opinion polls have found that 78% of Kentucky residents think that LGBT people experience a moderate amount to a lot of discrimination in the state.
• Several recent instances of employment discrimination against LGBT people in Kentucky have been documented in the media and lawsuits; these include reports from a children’s day care center worker, a state government employee, and a public school administrator.
• Survey data show that, nationally, 21% of LGBT respondents report being treated unfairly by an employer in hiring, pay, or promotions. Among transgender survey respondents, 78% report having experienced harassment or mistreatment at work.

Employer policies and public opinion indicate support for non-discrimination protections for LGBT people in Kentucky:

• The state prohibits discrimination based on sexual orientation and gender identity in government employment by executive order.
• All eight of the Fortune 1000 companies based in Kentucky prohibit discrimination based on sexual orientation, while five of those companies also prohibit discrimination based on gender identity.
• In response to a national poll conducted in 2011, 70% of respondents from Kentucky said that employment discrimination based on sexual orientation and gender identity should be prohibited in the U.S.

A statewide law prohibiting discrimination based on sexual orientation and gender identity would not be burdensome or costly to enforce:

• The law would result in approximately 38 additional complaints being filed each year with the Kentucky Human Rights Commission.
• The anticipated new complaints could most likely be absorbed into the existing system with no need for additional staff and negligible costs.

Findings from the Kentucky report are consistent with national data.

For full report, click here.

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