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receives a job, promotion, or other employment benefit. It most often affects minority individuals who feel they have been unfairly discriminated against in favor of a Caucasian (or white) individual, but there have been recent cases where whites have claimed that reverse discrimination has occurred—that is, the minority received unfairly favorable treatment at the expense of the white individual.
Sexual harassment in the workplace can cause employees to suffer a great deal of harm. Thus, it is very important for employers to take proper steps to protect their employees from workplace sexual harassment. This includes making sure to respond properly to sexual harassment complaints made by employees. Recently, a settlement was reached in a sexual harassment case from Southeastern United States. The case involves a teaching hospital. The hospital chief administrator, Gray Chapman, alleged that an employee of the hospital committed sexually harassing conduct towards some female employees of the company. According to Peters, the alleged conduct included developed an unwholesome personal attraction to him and bombarding the doctors with Valentines Day cards, affectionate personal notes, & phone calls- often to the doctor’s home.
No employee should have to be subjected to sexual harassment in the workplace. Such harassment can be extremely harmful. Thus, it is very important for employers to take proper steps to protect their employees from sexual harassment. This includes making sure to respond properly to sexual harassment complaints made by employees. Recently, a settlement was reached in a sexual harassment case from California. The case involved a medical center in Monterey Park, California. The U.S. Equal Employment Opportunity Commission (EEOC) alleged that several female employees of the medical center were sexually harassed by a male emergency room admitting representative. According to the EEOC, employees made complaints to the medical center about the alleged harassment. The EEOC claimed that the medical center failed to respond properly to these complaints. The EEOC further alleged that one employee was fired from the medical center after having reported the alleged harassment. The EEOC brought a lawsuit in a federal court in California against the medical center in connection to these allegations. As we mentioned above, the EEOC and the medical center recently reached a
settlement in regards to this lawsuit. Thus.S. which prohibits employment discrimination based on race. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations. as part of this settlement. sex. which prohibits employment discrimination based on genetic information about an applicant. • • • • • • The U. which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination. Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA). the Age Discrimination in Employment Act of 1967 (ADEA). practices. Sections 501 and 505 of the Rehabilitation Act of 1973. I. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. or national origin. the Equal Pay Act of 1963 (EPA). as amended (ADA). and policies. which prohibit discrimination against qualified individuals with disabilities who work in the federal government. or former employee. provides monetary damages in cases of intentional employment discrimination. Title I and Title V of the Americans with Disabilities Act of 1990. . one hopes that employers are held accountable when they engage in conduct like that which was alleged in this case. religion. which prohibit employment discrimination against qualified individuals with disabilities in the private sector. among other things. color. and the Civil Rights Act of 1991. which protects individuals who are 40 years of age or older. employees can suffer great harm when employers fail to respond properly to sexual harassment complaints made by employees. and in state and local governments. As the allegations that were made in this recently settled case underscore. What Are the Federal Laws Prohibiting Job Discrimination? • Title VII of the Civil Rights Act of 1964 (Title VII). the medical center will make a monetary payment. which. employee. According to a press release on the EEOC's website.
traits. recruitment. including: • • • • • • • • • • • hiring and firing. or ethnic group. job advertisements. race. layoff. or classification of employees. religion. participating in an investigation. or other terms and conditions of employment. or age. and the ADEA. use of company facilities. ethnic. religion. or opposing discriminatory practices. testing. age.II. national origin. including same sex harassment. color. religion.This includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender. and denying employment opportunities to a person because of marriage to. it is illegal to discriminate in any aspect of employment. (The "hostile . national origin. or based on myths or assumptions about an individual's genetic information. sex. or recall. retaliation against an individual for filing a charge of discrimination. assignment. or performance of individuals of a certain sex. promotion. disability. fringe benefits. or individuals with disabilities. GINA. • Sex Discrimination Title VII's broad prohibitions against sex discrimination specifically cover: • Sexual Harassment . transfer. and disability leave. What Discriminatory Practices Are Prohibited by These Laws? Under Title VII. or religious group. training and apprenticeship programs. pay. Discriminatory practices under these laws also include: • • • harassment on the basis of race. genetic information. retirement plans. employment decisions based on stereotypes or assumptions about the abilities. the ADA. an individual of a particular race. or an individual with a disability. or association with. compensation. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial.
age. VI. A short description of the alleged violation (the event that caused the complaining party to believe that his or her rights were violated). Individuals who need an accommodation in order to file a charge (e. color. and number of employees (or union members). • • • . and The date(s) of the alleged violation(s). organization. The name. Who Can File a Charge of Discrimination? • • Any individual who believes that his or her employment rights have been violated may file a charge of discrimination with EEOC.S. • • VII. or union that is alleged to have discriminated.) Employers And Other Entities Covered By EEO Laws V. What Information Must Be Provided to File a Charge? • • The complaining party's name. Government listing) or call 1-800-669-4000 (voice) or 1-800-669-6820 (TTY) to contact the nearest EEOC office for more information on specific procedures for filing a charge. religion.. and telephone number of the respondent employer. Individuals may consult their local telephone directory (U. address.environment" standard also applies to harassment on the bases of race. if known. address. employment agency. In addition. and disability. Federal employees or applicants for employment should see the fact sheet about Federal Sector Equal Employment Opportunity Complaint Processing. sign language interpreter. national origin. or agency may file a charge on behalf of another person in order to protect the aggrieved person's identity. an individual. and telephone number. print materials in an accessible format) should inform the EEOC field office so appropriate arrangements can be made. Federal employees or applicants for employment should see the fact sheet about Federal Sector Equal Employment Opportunity Complaint Processing.g. How Is a Charge of Discrimination Filed? • A charge may be filed by mail or in person at the nearest EEOC office.
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