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This law prohibits employers from discriminating on the basis of a person`s citizenship or immigration status or national origin with respect to hiring, firing, hiring, or transferring for pay (Title VII prohibits discrimination on the basis of a person`s citizenship or immigration status or national origin with respect to hiring, firing, hiring, or transferring for pay (Title VII prohibits discrimination on the basis of a person`s citizenship or immigration status or national origin with respect to hiring, firing, hiring, or transferring for pay (Title VII prohibits discrimination on the basis of national origin for employers with 15 or more employees). Therefore, under the INA, employers cannot hire only U.S. citizens or lawful permanent residents, unless required by federal laws, regulations, executive orders, or government contracts. The INA prohibits employers from prioritizing temporary visa holders or undocumented workers over qualified U.S. citizens or other protected persons, such as refugees or asylum seekers. Plaintiffs, employees and former employees are also protected from reprisal (punishment) if they lay a charge or complaint of discrimination, participate in a discrimination investigation or trial, or oppose discrimination (e.g., threaten to lay a charge or complaint of discrimination). Many states and municipalities have anti-discrimination laws and agencies responsible for enforcing them. The EEOC refers to these agencies as “Fair Employment Practice Agencies (FEPA).” By using work-sharing agreements, the EEOC and FEPA avoid duplication of work while ensuring that the rights of a party owed are protected by federal and state law. The ADA prohibits discrimination on the basis of disability in all employment practices. It is necessary to understand several important ADA definitions to know who is protected by the law and what constitutes unlawful discrimination: Employees and applicants who currently use drugs illegally are not protected by the ADA if an employer acts on the basis of such use.

Illicit drug testing is not considered medical examinations and therefore is not subject to the ADA`s restrictions on medical examinations. Employers can hold illegal drug users and alcohol-intoxicated users to the same performance standards as other workers. The Civil Rights Act of 1991 made significant changes to the federal anti-discrimination laws in the workplace enforced by the EEOC. The law was enacted in part to overturn several Supreme Court decisions that restricted the rights of those protected by those laws, and also provides additional protection. The Act permits damages and punitive damages for wilful discrimination and provides for the recovery of attorneys` fees and the possibility of jury trials. It also mandates the EEOC to intensify its technical assistance and publicity activities. You have the right to complain about treatment that you believe constitutes unlawful discrimination in the workplace. Your employer cannot punish, treat you differently or harass you if you report discrimination in the workplace or help someone else report discrimination in the workplace, even if the behaviour was not illegal. We call this your right to be protected from retaliation. Harassment in the workplace because of these protected classes is also prohibited by federal and state law. These safeguards prohibit harassment if it is so severe or pervasive that it creates a hostile work environment. According to the EEOC, “While the law does not prohibit mere teasing, casual comments, or isolated incidents that are not very serious, harassment is illegal if it is so frequent or severe that it creates a hostile or offensive work environment, or if it leads to an adverse employment decision (for example, if the victim is fired or demoted).” People who are harassed in the workplace because of these protected classes may be able to take legal action at the state level.

If they are unable to do so due to their state`s regulatory structure, they may be able to file a complaint against the EEOC. Information about the EEOC and the laws it administers is also available at www.eeoc.gov. The laws enforced by the EEOC provide five fundamental rights for applicants and workers working in the United States. The laws apply to applicants, employees and former employees, regardless of citizenship or work permit. Full-time, part-time, seasonal and temporary workers are protected if they work for an insured employer. All federal organizations and most other employers with 15 or more employees are subject to our legislation. Most trade unions and employment agencies are also affected. If you work for one of these employers, you have the right: Laws enforced by the EEOC make it illegal for federal agencies to discriminate against employees and applicants based on race, color, religion, sex, national origin, disability, or age.

A person who files a complaint or participates in an investigation of an equal employment opportunity complaint or who objects to an illegal employment practice under one of the laws enforced by the EEOC is protected from retaliation. This law makes it illegal to discriminate against a federal employee or candidate on the basis of race, color, national origin, religion, sex, age, or disability. The MVRA also prohibits discrimination based on certain other factors that do not negatively affect employee performance, such as marital status, political affiliation and sexual orientation. The SCAR makes it illegal to dismiss, demotion or retaliate for a federal employee or whistleblower candidate or to exercise the right to file a complaint, complaint or appeal. Title VII of the Civil Rights Act of 1964 (Title VII) This Act prohibits discrimination on the basis of race, colour, religion, national origin or sex. The Act also prohibits retaliation against a person for complaining of discrimination, instituting a lawsuit for discrimination, or participating in an investigation or prosecution of discrimination in the workplace. The law also requires employers to give due consideration to the sincere religious practices of applicants and employees, unless doing so would cause undue hardship to the operation of the employer`s business. You have the right to request appropriate changes to your workplace based on your religious beliefs or health condition.

While your employer may not have to accommodate all requests, they should carefully review each request and determine if this would be possible. The Act requires federal organizations to ensure that electronic and computer technologies used by the government can be accessed and used by persons with disabilities. The EEOC has a number of fact sheets and other publications available free of charge. These can be downloaded from the Publications page. It is illegal for an employer to discriminate against an applicant on the basis of race, color, religion, sex (including gender identity, sexual orientation and pregnancy), national origin, age (40 years or older), disability or genetic information. For example, an employer cannot refuse to give requests to people of a certain race. A person with a disability is considered “qualified” if they meet the skills, experience, education and other requirements of the job of the position held or desired and are able, with or without reasonable accommodation, to perform the essential duties of that position. Below is a table of current workplace protections under state law. A person with a disability under the ADA is a person who has a physical or mental impairment that significantly restricts, has, or is considered disabled in one or more important life activities. A business subject to the ADA considers a person with a disability if, as a result of a real or perceived impairment, it takes an action prohibited by the ADA, unless the impairment is both temporary (permanent or planned for six months or less) and minor.

Important life activities are basic activities that most people in the general population can perform with little or no difficulty, such as walking, breathing, seeing, hearing, speaking, learning, thinking, and eating. Important life activities also include the functioning of an important bodily function, such as the functions of normal cell growth of the immune system, brain, neurological and endocrine functions. The United States Equal Employment Opportunity Commission (EEOC) enforces all of these laws. The EEOC also oversees and coordinates all federal equal employment opportunity regulations, practices, and policies. If an employer requires candidates to take a test, the test must be necessary and job-related, and the employer must not exclude people of race, colour, religion, sex (including gender identity, sexual orientation and pregnancy), national origin or persons with disabilities. In addition, the employer cannot use a test that excludes candidates 40 years of age or older, unless the test is based on a reasonable factor other than age. The following laws, which prohibit discrimination or regulate workplace matters, are not enforced by the EEOC: Employers also cannot discriminate when deciding which workers should be recalled after a dismissal. Title VII prohibits not only intentional discrimination, but also discriminatory practices against persons based on race, colour, national origin, religion or sex. Titles VII, ADA, and GINA include all private employers, state and local governments, and educational institutions employing 15 or more people. These laws also apply to private and public employment agencies, trade unions and joint employers` committees that oversee apprenticeship and training.

As a general rule, the information collected and requested as part of the recruitment process should be limited to what is necessary to determine whether a person is qualified for the position; while information on race, gender, national origin, age and religion is irrelevant in such decisions. In general, an employer may establish a dress code that applies to all employees or workers in certain occupational categories.