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Employment discrimination is a form of illegal discrimination in the workplace based on legally protected characteristics. In the U.S., federal anti-discrimination law prohibits discrimination by employers against employees based on age , race , gender , sex (including pregnancy , sexual orientation , and gender identity ), religion , national ...
The United States Constitution also prohibits discrimination by federal and state governments against their public employees. Discrimination in the private sector is not directly constrained by the Constitution, but has become subject to a growing body of federal and state law, including the Title VII of the Civil Rights Act of 1964. Federal ...
Regional or geographic discrimination is a form of discrimination that is based on the region in which a person lives or the region in which a person was born. It differs from national discrimination because it may not be based on national borders or the country in which the victim lives, instead, it is based on prejudices against a specific ...
In 2011, the Commission included "sex-stereotyping" of lesbian, gay, and bisexual individuals, as a form of sex discrimination illegal under Title VII of the Civil Rights Act of 1964. [ 28 ] [ 29 ] In 2012, the Commission expanded protection provided by Title VII to transgender status and gender identity.
The U.S. Equal Employment Opportunity Commission (EEOC) unveiled a rule to implement the Pregnant Workers Fairness Act, a law that Congress passed with bipartisan support and the backing of major ...
Gender Expression Non-Discrimination Act (2019) Sexual Orientation Non-Discrimination Act (2002) CROWN Act (2019) Oregon Oregon Constitution, Article I, §46 (2014) CROWN Act (2021) Pennsylvania Pennsylvania Constitution, Article I, § 28 (1971), Pennsylvania Constitution, Article I, § 29 (2021) Rhode Island
There are several forms of economic discrimination. The most common form of discrimination is wage inequality, followed by unequal hiring practices. But there is also discrimination against minority consumers and minority businesses in a number of areas, and religious or ethnic discrimination in countries outside the United States. [12]
[3] [4] If an employer met its burden by showing that its practice was job-related, the plaintiff was required to show a legitimate alternative that would have resulted in less discrimination. [5] Twenty years after Griggs, the Civil Rights Act of 1991 was enacted. The Act included a provision codifying the prohibition on disparate-impact ...