The Age Discrimination in Employment Act (ADEA)
Age discrimination involves treating someone (an applicant or employee) less favorably because of his or her age. The Age Discrimination in Employment Act (ADEA) only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states do have laws that protect younger workers from age discrimination.
(Source EEOC) Age Discrimination
Discrimination based on Gender
Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person’s sex. Sex discrimination also can involve treating someone less favorably because of his or her connection with an organization or group that is generally associated with people of a certain sex.
(Source EEOC) Sex-Based Discrimination
Title VII of the Civil Rights Act of 1964
The Civil Rights Act of 1964 prohibits employers with at least 15 employees from discriminating in employment based on race, color, religion, sex, and national origin. It also prohibits retaliation against persons who complain of discrimination or participate in an EEOC investigation. Everyone is protected from race and color discrimination, Whites, Blacks, Asians, Latinos, Arabs, American Indians, Alaska Natives, Native Hawaiians, Pacific Islanders, persons of more than one race, and all other persons, whatever their race, color, or ethnicity.
(Source EEOC Q&A) Racial Discrimination
DISCRIMINATION AGAINST AN EMPLOYEE TAKING A FAMILY OR MEDICAL LEAVE
Family and Medical Leave Act
The Family and Medical Leave Act entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:
a) Twelve workweeks of leave in a 12-month period for: (2)the birth of a child and to care for the newborn child within one year of birth; (3)the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement; (4)to care for the employee’s spouse, child, or parent who has a serious health condition; (5)a serious health condition that makes the employee unable to perform the essential functions of his or her job;(6)any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or
b) Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the employee (military caregiver leave).
(Source US Department of Labor Website) Family and Medical Leave
LOCAL LAWS MAY PROVIDE ADDITIONAL PROTECTION
These laws are typically enforced through local Federal Employment Practice Agencies (FEPA).
Please click here to locate a FEPA in your state.
Click here for how to file a complaint