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Employment Discrimination Information
laws seek to prevent discrimination based on race, sex, religion, national
origin, physical disability, and age by employers. There is also a growing
body of law preventing or occasionally justifying employment discrimination
based on sexual orientation. Discriminatory practices include bias in hiring,
promotion, job assignment, termination, compensation, and various types
of harassment. The main body of employment discrimination laws is composed
of federal and state statutes. The United States Constitution and some state
constitutions provide additional protection where the employer is a governmental
body or the government has taken significant steps to foster the discriminatory
practice of the employer.
What is Discrimiation?
Age Discrimination in Employment Act ("ADEA") prohibits arbitrary
discrimination against persons age 40 and over on the basis of their age.
It is not, however, unlawful to discriminate on the basis of factors that
can arise with age, such as health problems.
Federal law does not prohibit discrimination against those younger than
40, and only applies to public sector employers, and private sector employers
with more than 20 employees. Many states’ laws protect persons under 40
years of age, or who work for smaller employers.
Discrimination in the Workplace
It is illegal
to discriminate against employees because of their race.
Federal law and the laws of the 50 states prohibit race discrimination
and harassment in employment
This means that it is illegal for you to treat an employee or applicant
differently because of his or her race or color in regard to all phases
of the employment relationship, including: help-wanted ads, interviews,
pre-employment testing, hiring, job assignments, shift assignments, promotions,
compensation, benefits, job training, layoffs or termination.
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