Discrimination

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 Employment Discrimination occurs when employers adversely single out employees or applicants on the basis of age, race, gender, sex, sexual orientation, national origin, disability, religion, or various other reasons. Federal and state statutes make up most of the employment discrimination laws. Prohibited discriminatory practices include bias in hiring and firing; compensation, assignment, or classification of employees; transfer, promotion, layoff, or recall; job advertisements; recruitment; testing; use of company facilities; training and apprenticeship programs; fringe benefits; pay, retirement plans, and disability leave; retaliation; and various types of harassment.

The various federal employment discrimination laws include: Age Discrimination in Employment Act (ADEA), which protects individuals who are 40 years of age or older; Americans with Disabilities Act (ADA) and Rehabilitation Act, which prohibit discrimination against qualified individuals with disabilities; Equal Pay Act, which addresses unequal pay based on sex; Family and Medical Leave Act (FMLA), which guarantees time off for specific health conditions; Title II of the Genetic Information Nondiscrimination Act (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; Title VII of the Civil Rights Act of 1964, which prohibits discrimination based on color, gender, national origin, pregnancy, race, religion, and sex, including sexual harassment; and the Civil Rights Act of 1991, which provides monetary damages in cases of intentional employment discrimination.

The Equal Employment Opportunity Commission (EEOC) interprets and enforces the Equal Pay Act, Age Discrimination in Employment Act, Title VII, Americans With Disabilities Act, sections of the Rehabilitation Act, and Title II of the Genetic Information Nondiscrimination Act. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies.

When an employee believes that he or she has experienced job discrimination, he or she may file a charge of discrimination with EEOC or, when applicable, with his or her local Fair Employment Practices Agency (FEPA). The employee can only file an employment discrimination lawsuit in court after receiving a “right to sue” notice from EEOC. There are time limits for filing.

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Do I Have a Case?

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