Employment Discrimination Laws and Application

Discrimination in the Workplace in the United States

Discrimination in the workplace has long been an issue in many states across the United States. This happens when an employer or a company’s highest-ranking official unfairly singles out one of their workers or candidates for the following reasons:

  • The years
  • race or colour
  • women and men
  • affiliation with a religion
  • citizenship
  • a handicap
  • other reasons

The Equal Employment Opportunity Commission (EEOC) was established in 1964 with the aim of resolving certain issues that have a negative impact on employee morale. This department has been tasked with enforcing Title VII of the Civil Rights Act of 1964, which pertains to the labour sector, as well as promoting government initiatives aimed at ensuring fair work opportunities for all citizens. Since its inception in 2000, the commission has been active in resolving labour disputes, with an annual total of more than 75,000 charges. Do you want to learn more? Click Geonetta & Frucht in Oakland, CA.

Employment Regulations

Following the creation of the EEOC, a slew of federal laws aimed at protecting jobs were enacted. Other state labour laws were usually based on these statutes, depending on the needs of the jurisdiction.

The following are some examples of significant employment discrimination laws:

  • The 1967 Age Discrimination in Employment Act prohibits employers from discriminating against employees based on their age (ADEA)
  • The Americans with Disabilities Act of 1990 was enacted to help people with disabilities (ADA)
  • 1964 Civil Rights Act
  • The Equal Pay Act of 1963 was signed into law.
  • 1973 Rehabilitation Act
  • Act on Bankruptcy
  • Act to Reform the Civil Service

The Whistleblower Protection Act (WPA) was enacted to protect whistleblowers

These laws prohibit various forms of employment discrimination and provide the rights of workers in the event that their employers engage in such discriminatory behaviour. Specifically, these laws prohibit employers from highlighting workers in the following areas of employment:

The hiring and firing process

  • Employee pay, tasking, or classification
  • Promotion or dismissal?
  • Advertisements for jobs
  • Procedures for hiring
  • Observation
  • Company services and equipment are used.
  • Programs for professional development and training
  • Benefits, loans, and other job rights are transferred.
  • Application of the Law

Employees are guaranteed equal opportunity in any of the above rules. As a result, in order for an employer’s conduct to be deemed unconstitutional, a discriminated employee must show a preponderance of proof. As a result, he has the right and determination to appoint a professional employment lawyer to represent him.

A competent employment lawyer’s assistance may seem to support a discriminated worker’s case. That is, a legal attorney is familiar with the relevant provisions that might apply in a given labour dispute and is well-versed in the procedures for pursuing a discrimination claim. As a result, hiring an experienced attorney would almost certainly improve the chances of a successful case.