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/