PRESENTED BYAMBER HARPER, LINDA OVERFIELD, BONEY CHERIAN AND ANDREA ORTIZ

EMPLOYMENT DISCRIMINATION

INTRODUCTION

Disparity in treatment based on personal or social differences.

Common types:

•Age•Religion•Disability

BY AMBER HARPER

DISCRIMINATION BASED ON DISABILITY

The ADA and most state laws protect qualified workers with disabilities.

There are three ways in which a worker can qualify for protection under the ADA:

•The worker has a physical or mental impairment that substantially limits a major life activity

•The worker has a record or history of impairment.

•You regard the worker -- even incorrectly -- as having a disability. In other words, you can't treat workers less favorably because you believe them to be disabled, even if you are wrong.

Reasonable Accommodation

DISABILITY DISCRIMINATION AND ACCOMMODATION

BY LINDA OVERFIELD

DISCRIMINATION BASED ON AGE

According to the Equal Employment Opportunity Commission, it is unlawful to:

•Deny promotions and training because of age•Target older workers during layoffs•Force older workers to retire•Deny benefits because of age•Make statements or notices pertaining to specific ages

WAYS DISCRIMINATION IN THE WORKPLACE OCCUR

Employers can:

• Hire and maintain employees based on skill and ability alone• Provide opportunity for learning new skills

Older workers can:

• Stress accomplishments, not dates on resumes• Stay current on technology• Be flexible• Never stop learning

WAYS TO ELIMINATE AGE-BASED DISCRIMINATION

BY BONEY CHERIAN

DISCRIMINATION BASED ON RELIGION

History-1997 vs. 2010-Civil Rights Act of 1964

Examples of Religious Discrimination

-2 most common forms

What can leaders do?

When is there a problem?

RELIGIOUS DISCRIMINATION

BY ANDREA ORTIZ

THE ROLE OF LEADERSHIP

PREVENTION AND REPORTING OF DISCRIMINATION IN THE WORKPLACE

Leadership Role in Preventing Discrimination in the Workplace

•Following Direction Given by the Equal Employment Opportunities Commission.

It is the managers legal duty to implement company policy that follows both federal and state legislation

•Implementing policies and procedures in line with Civil Rights Act 1964 & 1991.

Title 7 of the Civil Rights Act of 1964 states that there shall be no discrimination in the work place based on race, color, religion, sex or national origin.

•Managing concerns and complaints from the staff that they might have regarding discrimination in the workplace.

Every manager has a duty to investigate every reported discrimination case and to protect the interest of the person who is experiencing discrimination.

It is also their responsibility to stand up and speak up for employees who are being discriminated against even if a report has not been made.

YOU CAN PROTECT YOURSELF BY KNOWING YOUR RIGHTS!

CONCLUSION

REFERENCES

Equal Employment Opportunity Commission. (n.d.). Guidance: Disability Discrimination. Retrieved from http://eeoc.com/guidance/discrimination/disability-discrimination

Equal Employment Opportunity Commission. (n.d.). Facts about age discrimination. Retrieved from http://www.eeoc.gov/eeoc/publications/age.cfm

Equal Employment Opportunity Commission (n.d.). Religious Discrimination. Retrieved from http://www.eeoc.gov/laws/types/religion.cfm

Faeorin-Cruich, A. (n.d.). Manager’s duties against discrimination. Retrieved from http://www.ehow.com/print/list_6608635_manager_s-duties-against-discrimination.html

Weber, K. (2011). Religious discrimination in the workplace doubled in past 14

years. The Christian Post. Retrieved from http://www.christianpost.com/news/religious-discrimination-in-the-workplace-doubled-in-past-14-years-63332/