Home : Employment Law : Discrimination

Workplace Harrassment and Discrimination

Types of cases:	Racial Discrimination Gender Discrimination Age Discrimination Disability Discrimination Pregnancy Discrimination Religious Discrimination National Origin Discrimination Ancestral Discrimination Employer Retaliation
Related topics:	Employment Law, Sexual Harassment, Wrongful Termination, Employment Accidents, Workers' Compensation

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Employment Law: Discrimination

Federal law provides an "alphabet soup" of prohibitions against employment discrimination. Almost all U.S. employers with 15 or more employees are covered by the laws, which prohibit employment discrimination based on race, color, religion, pregnancy, ancestry, national origin, gender, age or disability. State laws may set even stricter limits on discrimination or include more groups (such as gays and lesbians). Employment discrimination is not limited to hiring decisions; it also includes decisions on promotions, raises, segregation, assignments, and harassment. Those who report some kinds of discrimination by their employers are also legally protected against retaliation from their employers for reporting or opposing that discrimination. The Civil Rights Act of 1991 allows workers who have been harmed by workplace discrimination to collect monetary damages.

Employees Over Forty Have Employment Discrimination Protection

The Age Discrimination Act ( ADEA ) was primarily developed to address the rising productivity and affluence amongst older workers who were finding themselves at a disadvantage in efforts to retain employment and especially to regain employment when displaced from jobs. The Act protects individuals who are 40 years of age or older from employment discrimination based on age. It was noted that the incidence of unemployment, especially long-term unemployment with resultant deterioration of skill, morale, and employer acceptability was, relative to the younger ages, high among older workers--and their numbers were growing. read more

The Americans with Disabilities Act Protects Qualified Individuals

Title I of the Americans with Disabilities Act of 1990 prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment. An employer is required to make a reasonable accommodation to the known disability of a qualified applicant or employee if it would not impose an "undue hardship" on the operation of the employer's business. Employers may not ask job applicants about the existence, nature, or severity of a disability. read more

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Discrimination Jury Verdicts

______ Summary judgment for defendant. - Discrimination Discrimination - Employment - Sexual Orientation - Civil Rights - Employment - Defense Verdict

______ $1,648,750. Breakdown: $368,750 compensatory damages and $1,280,000 punitive damages. - Employment Sexual Harassment - Employment - Retaliation - Intentional Tort - Punitive Damages

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Discrimination Videos

Employer Discrimation Litigation

Employment Discrimination Laws

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Discrimination Legal Dictionary Entries

Affirmative action

View the Discrimination Legal Dictionary Entries page here

Discrimination Legal Encyclopedia Entries

Employment discrimination

Feminist jurisprudence

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Discrimination News Articles

Transgendered teacher's dismissal sheer discrimination

Redirect Notice

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Discrimination Newsfeeds

Election Fuels Deadly Clashes in Nigeria

Gay rights groups target law firm hired to defend DOMA with taxpayer dollars

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Discrimination Useful Web Sites

Anapol Schwartz, Employment Discrimination Attorneys

Anapol Schwartz - Pennsylvania Discrimination Lawyers

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Discrimination Wikipedia

Disability rights movement

Civil Rights Act of 1991

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