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Other Discriminatory Practices Covered Under EEO Laws
| Guest post by: Lu Vorise Dahlman |
Article Overview: Title 7 also prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.
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Free Download - How do I determine if a business of my size is covered by the EEO laws By Lu Vorise Dahlman |
Other Discriminatory Practices Covered Under EEO Laws
Other discriminatory practices covered under federal laws that most small business are not aware is the Immigration Reform and Control Act (IRCA) of 1986, which requires employers to assure that employees hired are legally authorized to work in the U.S. For example, if a employer who requests employment verification only for individuals of a particular national origin, or individuals who appear to be or sound foreign, may violate both Title VII and IRCA.
The rule of thumb is that verification must be obtained from all applicants and employees. And for those employers who impose citizenship requirements or give preferences to U.S. citizens in hiring or employment opportunities may also be in violation of IRCA and Title 7 of the Civil Rights Act.
Title 7 also prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.
National Origin Discrimination
It is illegal to discriminate against an individual because of birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group. A rule requiring that employees speak only English on the job may violate Title VII unless an employer shows that the requirement is necessary for conducting business. If the employer believes such a rule is necessary, employees must be informed when English is required and the consequences for violating the rule.
Title VII of the Civil Rights Act Religious Accommodation
An employer is required to reasonably accommodate the religious belief of an employee or prospective employee, unless doing so would impose an undue hardship.
Sex Discrimination
Title VII's broad prohibitions against sex discrimination specifically cover:
Sexual Harassment - This includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender, including same sex harassment. (The "hostile environment" standard also applies to harassment on the bases of race, color, national origin, religion, age, and disability.)
Pregnancy Based Discrimination - Pregnancy, childbirth, and related medical conditions must be treated in the same way as other temporary illnesses or conditions.
source: www.eeoc.gov
Mz LV
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Article Tags: citizenship requirements, civil rights act, civil rights act title 7, discriminatory practices, employment verification, hostile environment, immigration reform and control act, intentional discrimination, irca of 1986, linguistic characteristics, national origin discrimination, prospective employee, religious accommodation, religious belief, rule of thumb, sex discrimination, sex harassment, sexual harassment, title vii, workplace conditions
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