Types of Employment Discrimination
The Civil Rights Act of 1964 outlawed the practice of employment discrimination. Businesses, labor organizations, and agencies are prohibited to make hiring and firing decisions based solely on the certain factors. They also cannot legally retaliate against an employee who feels they are the victim of discrimination while on the job. If you have been the victim of unfair hiring practices or on-the-job harassment, an employment discrimination lawyer Orlando flcan tell you your rights. Here are the major protected factors.
Race or Color
While the language may seem antiquated today, the principle is simple: you cannot be denied employment or harassed based on you race or the color of your skin. In the Civil Rights Act of 1964, this was primarily applicable to African-Americans, but it certainly applies to Hispanics, Asian-Americans, Native Americans, Caucasians, and Bi/Multi-Racial people across the board.
It is illegal to be treated differently at the workplace or in the hiring process based on your gender. For example, just because a position may require unassisted lifting of up to 50 pounds, employers cannot assume that a woman cannot perform the job simply because she is female. Conversely, a women’s boutique cannot assume that a man doesn’t know enough about women’s clothing to sell it simply because he is male.
An employment discrimination lawyer Orlando fl will tell you that it is against the law to discriminate against an employee because of their religious beliefs. The U.S. Constitution calls for freedom of religion, and a person’s faith cannot be a qualifying or disqualifying factor in their hiring.
Country of Origin
Like race and religion, country of origin cannot be a deciding factor in hiring. As you can learn from an employment discrimination lawyer Orlando fl, the employer can require you to be a U.S. citizen, or have a green card or working visa for legal reasons.
Discrimination is illegal and wrong. So is retaliation. If you face either of them at your workplace, contact an attorney.