The information following this statement has been approved as accurate and unbiased by the DSA’s author, sharkfish82.
In layman’s terms, the proposed bill will leave it up to the executive branch (the governor) to determine the hiring, firing, and punishment (strikes, suspensions, etc.) guidelines of each individual executive department, and that such guidelines do not violate free speech or discriminate based on unchangeable factors, like sexuality, religion, gender, ethnicity and race.
Rights specifically guaranteed by the current employment rights law (current):
No discrimination based off sexuality, religion, gender, ethnicity, race, etc.
No discrimination based off factors unrelated to employment like age, political affiliation, nationality, personal matters, etc.
Right to a non-hostile work environment–administration must make strenuous effort to prevent inter-employee harassment
Right to be informed of any feedback given about you, positive or negative
Right to be informed of any pending investigations against you
Right to speak freely about your department, publicly and privately, positively and negatively, and to refrain from giving your personal opinion if desired
Right to have any reasonable questions, concerns, and complaints responded to by the appropriate department party
Right to front a defense before any action is taken against you
Right to be informed of and given reasoning for any action taken against you
Right to pursue civil action to determine if an employer has violated the rights guaranteed in the bill
Right to pursue civil action to overturn any action taken against you
Rights specifically guaranteed by the DSA (proposed):
No discrimination based off unchangeable factors like sexuality, religion, gender, ethnicity, race, etc.
Right to express any opinion (private or public) about any executive branch policy, action or leadership
Right to pursue civil action to overturn any action taken against you if said stipulations (not grossly discriminatory or unjust) have indeed been violated
Making this aware your rights are legit protected in the simplest of ways in section 2 of the proposed and still allows challenges for any action or policy done by the departments or eb if it violates stipulations of section 2
All this bill does is simply make it harder to sue employers, without the right-to-challenge, you can only pursue civil action against an employer under violations arising from the F.S. Bill of Rights and relevant employment laws if any.
Don’t really see any need for this bill, I would not endorse such a bill.
only department heads that want to abuse their employees and punish them for no reason want the DSA. Employment rights aren’t hard to follow, they’re literally a simple checklist that department command have to follow before issuing disciplinary action.
I definitely think that the current employment rights are far too restrictive but currently at this point in time I don’t believe dismantling the entire purpose of the act (through the DSA) is a solution that benefits all parties involved.
“ SECTION II: It shall be the Executive Branch and those who lead it required responsibility to create just and equal policies and actions in terms of hiring, active employment situations, punishment and removal of employees and that these policies and actions do not discriminate against any individual in terms of sexuality, religion, gender, ethnicity and race as well as any opinion (private or public) about any executive branch policy, action or leadership and that policies and actions done by these persons are not grossly discriminatory or unjust.”
TDLR: Someone is gonna exploit this and its gonna be an issue in the future… please just leave employment rights codified (as they are irl for government employees)!
The employee rights codes we have now arn’t the best BUT they should be left in place and not just stripped from us…
there is no doubt that there are things that could be fixed with the current employment bills. however, removing most legal rights and protections we have now is not the thing anyone oughta jump to first
it doesn’t guarantee this. you can sue if the right that was established doesn’t fall within this, but not any action. nor does the dsa require employers to set up right to challenge.