Equal opportunity employment laws prohibit workplace discrimination and harassment. There are federal, state and local laws that ensure equal opportunities, and these laws apply to potential and current employees in companies with four or more employees. Discover several examples of equal employment opportunity laws as you evaluate your workplace.
Equal Opportunity History
The Equal Employment Opportunity Commission was founded because of the Civil Rights Act of 1964. It prevents discrimination because of race, color, religion, sex or national origin. Since then, additional acts have been passed that prevent discrimination because of pregnancy, disability, age, sexual orientation or veteran status, and they all fall under the umbrella of protected statuses.
Job Applications
Your employer cannot discard or fast track applicants based on protected statuses. You have the right to apply for any job no matter who you are.
Job Vacancies
A company must advertise job openings to everyone. However, management can hire internally if the current employee is the best applicant for the job.
Advancement
A company cannot deny an employee advancement based on protected status. Performance should be the only factor in whether or not someone gets a promotion.
Training and Development
Employees appreciate professional training and development opportunities that improve their current skills, provide new tools and set them up for success. These opportunities can include conferences, seminars, job shadowing and mentoring and must be available to everyone, regardless of their status.
Wages
Everyone in the company must be treated equally when it comes to payday. An employee can’t receive lower wages because of his or her protected status.
Segregation
Companies may not segregate employees based on protected status. Your color, sex or disability may not be considered when you are assigned office space, tasks or projects.
Layoffs
Many companies base layoffs on seniority and use last in, first out (LIFO) to determine which employees are laid off. This guideline can be considered discrimination if the newest employees are the most talented, the youngest or the oldest. A better system is laying off the lowest-performing employees first.
What to do if You’re a Victim of Discrimination
If you think that your employer is discriminating against you, write down your evidence. It could be a joke, derogatory slur, statistical evidence or other proof. Discuss your concerns with your supervisor or HR manager. Your company should handle the situation seriously. You may proceed to court if you feel like your compliant is not being heard or if no action is taken.
Equal opportunity employment laws protect employees from unfair discrimination. As an employee, check to see that your company is treating everyone fairly, and if you’re an employee, be sure to follow the law.
