Over the last half century, a number of laws have been put in place to ensure that marginalized groups are treated equally in the workplace. Under diverse local, state, and federal laws, most employers are barred from discriminating against employees on the basis of characteristics such as race, age, national origin, gender, disability, sexual orientation and gender identity, religion, and pregnancy in every aspect of employment, including:
- Hiring and termination
- Compensation and salary
- Classification of employees
- Demotion, promotion, layoff, or recall
- Recruitment and testing
- Use of company facilities
- Training and apprenticeship programs
- Fringe benefits
- Pay, retirement plans, and disability leave.
Employers must also carefully follow the law when using credit history or criminal background to make employment decisions.
Federal laws that protect individuals from discrimination in the workplace are enforced by government agencies, such as the Equal Employment Opportunity Commission (EEOC). While local and state laws vary in terms of the protections that they provide employees and their application to employers, nearly every employee is protected by federal laws, including:
- Title VII of the Civil Rights Act of 1964
- Section 1981 of the Civil Rights Act of 1866
- Americans with Disabilities Act
- Age Discrimination in Employment Act
- Equal Pay Act
- Employment Retirement Income Security Act
- Family Medical Leave Act
- Uniformed Services Employment and Reemployment Rights Act of 1994
The Harman Firm, LLP has extensive experience representing employees with a variety of discrimination claims. Contact the hard-working team of legal professionals at The Harman Firm for supportive counseling and aggressive representation in discrimination claims.