As many California employees know, federal law protects certain forms of discrimination in the workplace. When employers make it difficult for an employee to function in his or her job, complaints to the Equal Employment Opportunity Commission may help address this type of behavior.
California residents may be interested to learn that, on April 1, the U.S. Equal Employment Opportunity Commission ruled that a transgender woman was protected against gender-based harassment under Title VII of the Civil Rights Act of 1964. The woman filed a lawsuit against the Army after she was subjected to embarrassment and ridicule due to gender identity.
California workers may be interested in a lawsuit that is now in front of the U.S. Supreme Court. The lawsuit, originally filed in 2011 on behalf of a female miner by the Equal Employment Opportunity Commission, has been undergoing fierce litigation over the agency's use of conciliation in some cases.
Race discrimination is a serious problem that can affect people in California who are employed as well as those who are seeking employment. Employers may be found guilty of race discrimination in the workplace if they treat an individual differently because of their race or color.
California employees may benefit from learning more about what disparate impact means. Disparate impact prohibits employers from implementing practices that are discriminatory against a protected class identified in Title VII of the Civil Rights Act of 1964. When an applicant or employee files a claim against an employer, they are tasked with the burden of proving that the employer has adopted a practice that has a disproportionate impact against a protected class.
Employees in California may benefit from learning more about workplace harassment, as defined by the U.S. Equal Employment Opportunity Commission. The EEOC defines harassment as employment discrimination in violation of the American Disabilities Act, the Age Discrimination in Employment Act and Title VII of the Civil Rights Act of 1964. The harassment can be described as any conduct directed towards religion, color, race, disability, age, or nationality that is unwelcome. The EEOC considers this conduct to be unlawful if it meets certain criteria.
In California and around the country, religious discrimination, which is defined as any unfavorable treatment of employees or applicants due to their religion, is prohibited by Title VII of the Civil Rights Act of 1964. This federal law may also apply to those who have sincerely held beliefs or morals even if they don't belong to an organized religion. For example, an employer who is covered by the law's provisions may not make a hiring decision or determine an employee or applicant's salary based on his or her religion.
A 2012 California law prohibits religious discrimination in the workplace. An employer must accommodate the religious requirements of an employee unless it would cause undue hardship. The hardship threshold is higher in California than at the federal level, which permits that even moderate hardship can preclude adherence to the federal nondiscrimination law.
California residents who are familiar with the regional supermarket chain Food Lion might be interested to know that the company is being sued for religious discrimination against an employee. The Equal Employment Opportunity Commission has charged the North Carolina-based grocery company with violating federal discrimination laws.
Readers in California might be interested to know that an employee of Target Corporation is suing the company for racial and disability discrimination and retaliation. The filing was submitted in the Houston Division of the Southern District of Texas on July 23.