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Identifying discrimination in the workplace and acting upon it

Posted by on Jan 27, 2016 in Discrimination in the workplace | Comments Off on Identifying discrimination in the workplace and acting upon it

Discrimination, in its simplest definition, means treating one group of people differently from the other. Discrimination is a big problem in modern world, it is spoken about it a lot, and there are various factors upon which the people are discriminated. Most sorts of discrimination are punishable by law, and if an employee or an applicant is discriminated in the workplace, they are allowed to legally act upon it. Good law firm PR are crucial when you seek professional help from law firms.

There are certain types of discrimination which are legally regulated, and if an employee experiences any of them, they are entitled to react:

Age – age discrimination presumes treating someone unequally because of their age. The Age Discrimination in Employment Act (ADEA) protects only those who are 40 years of age or older, but in some states the younger workers are also protected from age discrimination.

Disability – disability discrimination presumes treating someone less favorably because they have a history of disability or a non-transitory physical or mental impairment. The employer is obliged by law to provide accommodation for the disabled employee, except in cases when it would be significantly difficult or expensive.
Equal compensation – The Equal Pay Act states that equal pay for equal work should be paid to men and women in the same workplace.ATC-working

Genetic information – genetic information includes tests of genetic material of individuals and their family members in order to get the information on diseases and conditions in their family. The law forbids the employers to treat the employers unfavorably based on their genetic information.
National origin – it is considered national origin discrimination if an employee is treated differently because of their country of origin, their accent or ethnicity, or because they appear to belong to a certain ethnic group even when they do not.

Pregnancy – pregnancy discrimination presumes unequal treatment 5038396-3x2-700x467of an employee or an applicant because she is pregnant, because of childbirth or because of a medical state in relation with either pregnancy or childbirth.
Race/Color – race/color discrimination presumes treating an employee or an applicant unfavorably because they belong to a certain race or have the traits of a certain race, such as skin color, hair or facial and physical features.

Religion – religion discrimination presumes treating someone less favorably because of their religious beliefs. People belonging to large, organized religious groups belong to this group, but also the people with any strong religious beliefs.

Retaliation – retaliation discrimination involves treating someone less favorably because they have previously filed a charge of any type of discrimination.stop-workplace-discrimination

Sex – sex-based discrimination means treating an employee or an applicant differently because they belong to a specific sex.

If an employee or a job applicant is discriminated based on any of the above mentioned criteria, they can take action against the discriminatory employer, co-worker or client. However, there are other discrimination criteria which the law does not cover, so if someone is discriminated based on their looks, personal style and the like, legal action cannot be taken.

There are three basic forms of discrimination:

Direct discrimination, when one group of people is openly more favorably treated than the other by the employer. Indirect discrimination, where working conditions or rules disable certain groups of people from getting the job. Harassment is the most aggressive way of discrimination. It involves openly showing offensive or aggressive behavior of the employer, other employees or clients toward an employee, in order to undermine them, injure them or publicly humiliate them.

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