Job Discrimnation

Job Discrimination

In some way or another we have all experienced discrimination not only through race but also sex, a disability, religion and so on. How can we determine if discrimination is right in areas other than race? If we define discrimination from the Webster’s dictionary it can be the treatment or consideration of, or making a distinction in favor of or against, a person or thing based on the group, class, or category to which that person belongs. In my opinion I would simply say that “you can’t judge a book by its cover” and that is what we tend to do when we face discrimination. The Federal Equal Opportunity Laws are the enforcers of such discriminations people face on a daily job. Whenever employees encounter a problem with discrimination the EEO laws are their as protection for their rights in the workplace.

The Federal Equal Employment Opportunity Laws are like the book of psalms in your bible, daily laws to live by. Under the title VII, the ADA, and the ADEA, it is illegal to participate in any discrimination when dealing with employment. For instance, hiring and firing, recruitment, testing and transfer, promotion, lay off, or recall. Which employers are responsible for making employees aware of the rights under the EEOC? Under the title VII it explains that it is not only intentional discrimination, but also discrimination against color, sex, religion, race, and national origin. When describing National Origin Discrimination it is discriminating against people because of their ancestry, birthplace and culture. National origin an employer has the right to request proper form of Identification or something that let’s them know that they are legal citizens; and this is supported by the IRCA. Dealing with Religious Accommodation discrimination that the employer has the right to ask his boss for permission to accommodate his religious belief. For instance, if the employee is practicing the Muslim religion, and he is required to pray in certain areas at certain times, he needs to make sure that when he practices his daily religious belief that it does not affect other employees. Sex discrimination would fall under title VII, which can range from sexual harassment can stem from sexual favors from the same or opposite sex. For pregnant women they should be treated the same way any ill person would be treated. Next, Age Discrimination that is a very broad discrimination in the ADEA’s. Age is now considered to be a Bona Fide occupational qualification (BFOQ). Many employers may feel that for older adults that they are not as useful as the younger generation and that allows the employer to reduce benefits. Next, would be the Equal Pay Act Discrimination which deals with sex discrimination dealing with the payment of wages or benefits; whereas a man a woman can perform the same job and employers are required to give them both equal pay. Finally, the Titles I and V of the Americans with Disabilities Act, under this act it deals with the Individual with a Disability meaning a physical or mental problems. Qualified Individuals with a Disability by this person is capable of performing skills that are required on the job. Just to give you some stats and this information comes from www.jobsearch.com, it states that there are over 16 million Americans over 55 who are either working or seeking work. In this generation older workers are getting new jobs at an annual rate of 4.1 percent. Older Americans make up 10 percent of the workforce, but account for 22 percent of the nations job growth.

When we looked at the EEO laws and saw examples of these we now have to understand who is covered