Overview of discrimination types:
– Discrimination on the Basis of Age
– Discrimination Against People with Disabilities
– Sexual Attitudes
– Parental Status
– Discrimination on the Basis of Religion
– Origin of Nationality
– Harassment Sexual
– Race, Color, and Sexual Orientation
– Retaliation / Repentance
It is unlawful for a person to be discriminated against on the basis of his or her age with respect to any term, condition, or privilege of employment under this Act.
Hiring, firing, promotion, job assignments, and training are just a few examples.
The Americans with Disabilities Act (ADA) of 1990, Title I and Title V. The ADA, which President George H. W. Bush signed into law on July 26, 1990, provides a broad range of civil rights protections for individuals with disabilities. Titles I and V prohibit discrimination in employment against qualified individuals with disabilities in private businesses and state and local governments (covering both mental and physical impairments that significantly limit major life activities), who are otherwise qualified for employment. The ADA prohibits discrimination in all aspects of employment, including job application procedures, hiring, firing, training, compensation, advancement, and all other employment terms, conditions, and privileges. The ADA does not require employers to treat individuals with disabilities preferentially, as they are free to choose the most qualified applicant for the position, but it does prohibit discrimination solely on the basis of a candidate’s real or perceived disability.
Another one is the Americans with Disabilities Act Amendments Act (ADAAA) of 2008, which was signed into law on September 25, 2008. The Act emphasizes that the definition of disability should be construed broadly to the extent permitted by the ADA’s terms and should not generally require extensive analysis. These changes have the effect of making it easier for an individual seeking ADA protection to establish that he or she has a disability within the meaning of the ADA.
The EEOC interprets and enforces Title VlI’s anti-discrimination provision as prohibiting employment discrimination based on gender identity or sexual orientation. Continue reading to learn more about sexual orientation external icon.
Executive Order 13152, amending Executive Order 11478, was signed on May 2, 2000, to prohibit discrimination in the Federal government based on an individual’s status as a parent.
A person who is a biological parent, an adoptive parent, a foster parent, a stepparent, a custodian of a legal ward, in loco parentis over such an individual, or who is actively seeking legal custody or adoption of such an individual is defined as a parent.
The Civil Service Reform Act of 1978 (CSRA), as amended, prohibits discrimination in employment in the Federal government on the basis of marital status, political affiliation, or conduct that does not impair the employee’s performance. Please keep in mind, however, that these bases are not covered by EEO.
According to what I’ve heard, it is illegal for an employer to discriminate against an employee on the basis of religion. What exactly does this imply?
Employers are prohibited under Title VII of the 1964 Civil Rights Act from discriminating against employees on the basis of their religion in hiring, firing, and other terms and conditions of employment.
When an employee’s request for religious accommodation requires more than administrative costs, the employer may claim undue hardship. Undue hardship may also be established if changing a legitimate practice, such as seniority, to accommodate an employee’s religious beliefs results in the denial of an entitlement to another employee.
Flexible scheduling to accommodate religious observances, voluntary substitutions or swaps, job reassignments, and lateral transfers are all examples of how an employer can accommodate an employee’s religious beliefs.
Religion is not constrained by established denominations. Atheists are safeguarded due to their sincere lack of religious convictions.
Discrimination against an employee on the basis of his or her birthplace, ancestry, culture, or linguistic characteristics shared by a particular ethnic group is illegal.
Employers must demonstrate a legitimate nondiscriminatory reason for taking or denying employment action based on an individual’s accent or manner of speaking. The investigation will focus on the employee’s qualifications and whether his or her accent or manner of speaking harmed job performance.
An ethnic slur or other verbal or physical conduct motivated by an individual’s national origin constitutes harassment if it results in an intimidating, hostile, or offensive work environment, significantly impairs job performance, or adversely affects an individual’s employment opportunities.
Title VII of the 1964 Civil Rights Act prohibits employment discrimination on the basis of national origin, race, color, religion, or sex.
If an employee is temporarily unable to perform her job duties due to pregnancy, the agency must treat her equally with other temporarily disabled employees. For instance, if an employee with a broken hand was given modified tasks or alternative assignments, a pregnant employee must receive the same treatment. Employers are not permitted to have a policy prohibiting employees from returning to work for a specified period of time following childbirth. Employers, for example, may not require employees to return to work four weeks after childbirth.
Sexual harassment refers to unwanted and unwelcome sexual advances. It could be a physical touch, a written note, a joke, or a photograph. It may be deliberate or unintentional.
This is when an individual in a position of authority offers to exchange a tangible employment action or benefit (such as promotion) for a sexual favor. Only someone with the ability to influence the victim’s employment destiny is capable of committing this type of sexual harassment. The second type of work environment is hostile. In this case, the environment is created through overt sexual activity on the part of employees and supervisors. Sexual harassment is rarely discovered as a result of a single act or occurrence. Both the victim and the harasser can be female or male. The victim does not have to be of the same sex as the perpetrator.