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Protection of US employees from types of employment discrimination From Wikipedia, the free encyclopedia
Equal employment opportunity is equal opportunity to attain or maintain employment in a company, organization, or other institution. Examples of legislation to foster it or to protect it from eroding include the U.S. Equal Employment Opportunity Commission, which was established by Title VII of the Civil Rights Act of 1964 to assist in the protection of United States employees from discrimination.[1] The law was the first federal law designed to protect most US employees from employment discrimination based on that employee's (or applicant's) race, color, religion, sex, or national origin (Public Law 88-352, July 2, 1964, 78 Stat. 253, 42 U.S.C. Sec. 2000e et. seq.).[2]
The examples and perspective in this article may not represent a worldwide view of the subject. (July 2017) |
On June 15, 2020, the United States Supreme Court ruled that workplace discrimination is prohibited based on sexual orientation or transgender status. [3] Bostock v. Clayton County, 590 U.S. ___ (2020).
Employment discrimination entails areas such as firing, hiring, promotions, transfer, or wage practices and it is also illegal to discriminate in advertising, referral of job applicants, or classification. The Title is pertinent in companies affecting commerce that have fifteen or more employees. The Equal Employment Opportunity Commission (EEOC) is section 705 of the title.[4]
Equal employment opportunity was further enhanced when President Lyndon B. Johnson signed Executive Order 11246 on September 24, 1965, created to prohibit federal contractors from discriminating against employees based on race, sex, creed, religion, color, or national origin.
Along with those protected classes, more recent statutes have listed other traits as "protected classes", including the following:
The executive order also required contractors to implement affirmative action plans to increase the participation of minorities and women in the workplace. Under federal regulations, affirmative action plans must consist of an equal opportunity policy statement, an analysis of the current workforce, identification of problem areas, the establishment of goals and timetables for increasing employment opportunities, specific action-oriented programs to address problem areas, support for community action programs, and the establishment of an internal audit and reporting system.
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