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Employment Age Discrimination Article
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Discrimination Employment Laws Protect Americans In The Workforce
from:Discrimination in the work place touches Americans in many different walks of life. Thanks to the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1990 and the Equal Employment Opportunity Commission, all kinds of discrimination are barred from the workplace. In this article, we will briefly outline some of the different discrimination employment types that are protected by law.
The earliest discrimination employment law that was passed was the Civil Rights Act of 1964, which protects workers or applicants from discrimination based on race. This means that workers or applicants can not be denied work or experience harassment on the basis of their racial group, their perceived racial group (whether they belong to it or not), having characteristics belonging to a particular racial group, or his or her marriage to someone of a particular racial group.
Another discrimination employment type that dates from the Civil Rights Act of 1964 is discrimination based on national origin. Whether because of his ancestry or because he himself is from another country, those affected are protected from employment decisions including hiring, promoting or firing, or harassment. As far as language is concerned, an employer may not make a decision based on a heavy foreign accent or fluency in English unless it will directly interfere with the job performance.
Discrimination based on religion is another discrimination employment type that dates to the Civil Rights Act. Employers may not treat employees or applicants less favorably on account of their religion, and employees can not be forced to participate in religious activity as a condition of employment. Employers must accommodate an employee’s sincerely held religious practices as he can, but he has the right to not do so if this presents a hardship on the business. Employers must also take steps to prevent religious harassment of their employees.
All of the laws mentioned in the first paragraph in addition to the Equal Pay Act of 1963 guarantee that all workers are free from discrimination when it comes to compensation for their work. This discrimination employment law prohibits payment discrimination on the basis of race, color, religion, sex, national origin, age or disability. Also, employers may not pay men and women different wages if they perform jobs that require equal skill, effort and responsibility and are carried out in similar environments within the same establishment. Different levels of pay are allowed when they are based on seniority, merit, quantity or quality of production, or any other factor apart from the sex of the employee.
Employment Age Discrimination News
Age Discrimination and the RFOA Defense: What is Reasonable?
(5/22) If you're faced with an age discrimination claim, but in reality your employment decision was based on some other reasonable factor, how do you prove this in court? Even if you're not faced with a lawsuit, how do you understand what constitutes age discrimination and what business practices will keep you in the clear? Do you understand the concept of "reasonable factors other than age ...
Read more...Federal judge dismisses age and sex discrimination suit against Port Authority
The suit claimed the Port Authority had violated the Equal Pay Act, a federal law mandating equal pay for equal work, charging that the women were paid 'salaries that are thousands of dollars less than the salaries of non-supervisory male attorneys.'
Read more...Swansea board will keep fire chief if he drops discrimination case
Fire Chief John McGuire will be reappointed if he drops an age discrimination complaint he filed against the village, accepts a pay cut and adheres to new job requirements.
Read more...Age Discrimination Regulation Takes Effect April 30, 2012
(4/23) By Joan S. Farrell, J.D., BLR Legal Editor The EEOC recently issued final regulations that address an age discrimination defense known as "reasonable factors other than age" (RFOA). The defense is used in age discrimination cases alleging disparate impact in violation of the Age Discrimination in Employment Act (ADEA). The regulations take effect April 30, 2012 and were issued following ...
Read more...Why you probably can't win an age discrimination suit
A recent Supreme Court decision made proving age bias even tougher than it was before.
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