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The Most Common Forms of Employment Discrimination

Types of discrimination

Types of discrimination

Every person holds their own “protective characteristics”. These things are varying in particular with his or her age, gender, race/color, national origin, marital status, health conditions as well as religious affiliation and beliefs.

In California’s employment sector, these identified characteristics are supported by different federal and state laws to facilitate a safe and healthy working experience for all. However, there are still abundant cases regarding workplace discernments collecting a number of 35,395 complaints for racial discrimination and in fiscal year of 2011 alone according to the U.S. Equal Employment Opportunity Commission (EEOC). A quantity of 2, 372 charges with these recorded facts are gathered from California.

In specific, as an employee, it is always of great importance for you to become aware and fully understand what the different types of employment discrimination comprise. This is for your own sake since having ample knowledge – in any matter – is power.

  • (1) Age Discrimination - Just to name a few, younger employees who are given with greater deals and opportunities at work even if you are far skilled than them, receiving a disparate treatment which can be observed when you are disciplined for a thing that other younger employees are visibly committing without suffering any consequences, and when you apply for a promotion and your qualifications are beyond for what the position requires but a younger employee was chosen are three of the most common examples of age discrimination.
  • (2) Disability Discrimination - As the highest contributor towards Los Angeles workforce biases, discrimination with the basis of one’s disability regardless if the subject is an applicant or an employee – incurs wide-ranging harms to the victims by means of not accommodating a qualified applicant because he or she is disabled, assigning an employed individual who’s living with disabilities in easier work load but with lower salary rate, and even by wrongfully humiliating them in front of clients and their colleagues.
  • (3) Gender Discrimination - All applicants and employees who are about to give birth should know that a regulation also known as the Pregnancy Discrimination Act (PDA) has been amended to Title VII of the Civil Rights Act of 1964 that implements protections enforcing a duty for all employers to treat them with the same manner as to how they treat other people who are either applying or working in their company. It also encompass that every superiors should follow the agreed salary rate, fringe benefits and other terms and conditions stated in their employment contracts. A maternal leave must be acknowledged without any unlawful action in the future particularly when he or she goes back to work.
  • (4) Race Discrimination - Under Title VII of the Civil Rights Act of 1964, it is considered as unlawful act to discriminate a person based on his or her race/color whether if he or she is applying for a job or already performing work. This also contains all cultural practices embraced by their racial belongings such as a person’s wardrobe preferences or mannerism. You should know that if you belong in one of these groups, you are entitled a freedom to follow what your race teaches. Also, an employer is obliged to grant you a leave when you need to attend a ceremony or alike.
  • (5) Pregnancy Discrimination - All applicants and employees who are about to give birth should know that a regulation also known as the Pregnancy Discrimination Act (PDA) has been amended to Title VII of the Civil Rights Act of 1964 that implements protections enforcing a duty for all employers to treat them with the same manner as to how they treat other people who are either applying or working in their company. It also encompass that every superiors should follow the agreed salary rate, fringe benefits and other terms and conditions stated in their employment contracts. A maternal leave must be acknowledged without any unlawful action in the future particularly when he or she goes back to work.

On the other hand, workplace discriminations are not only committed by the unjust employers alone. You can be unfairly treated at work with the abovementioned violations and other related injustices by your colleagues, the company’s clients and even with other people considering that the discriminatory action is made inside work.

To hire a California lawyer for work-related concerns will be your best advantage. Also, the prevailing federal and Los Angeles employment laws are enough for you to recover the most reasonable amount of compensation from the liable party.

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