The Basics: What is Discrimination?
We discuss many issues related to discrimination on this blog, so I wanted to stop for a moment and get back to the basics of defining discriminatatory practices, which include harassment and retaliation.
Under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), it is illegal to discriminate in any aspect of employment, including:
--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; or
--other terms and conditions of employment.
Discriminatory practices under these laws also include:
--harassment on the basis of race, color, religion, sex, national origin, disability, or age;
--retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices;
--employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities; and
--denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group.
Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading.
Note: Many states and municipalities also have enacted protections against discrimination and harassment based on sexual orientation, status as a parent, marital status and political affiliation.
Source: http://www.eeoc.gov/abouteeo/overview_practices.html
Under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), it is illegal to discriminate in any aspect of employment, including:
--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; or
--other terms and conditions of employment.
Discriminatory practices under these laws also include:
--harassment on the basis of race, color, religion, sex, national origin, disability, or age;
--retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices;
--employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities; and
--denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group.
Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading.
Note: Many states and municipalities also have enacted protections against discrimination and harassment based on sexual orientation, status as a parent, marital status and political affiliation.
Source: http://www.eeoc.gov/abouteeo/overview_practices.html
posted by S. Mary Wills at 9:00 AM
1 Comments:
black supervisor(female) shows concern and fovoritism to a white employee when the black female employee( same position as white emp) are involved in a disagreement.
Is this supervisor afraid to openly correct the white employee for fear of being accused discrimination by the white employee --therefore she is openly harsh with the black employee. what kind of discrimination is this?
Please reply.
Hattie in Ga.
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