Employees shouldn’t have to deal with any form of discrimination. You should be able to work, and to find a job, without having to worry that you will be a target simply because of a protected status.
There are several statuses that are protected by the law. It is important that all employees know what these are so that they can be sure they aren’t the victim of forbidden discrimination.
Discrimination methods vary
Not all discrimination is blatant. In some cases, it can be very sly. Snide remarks, inappropriate cartoons or graphics, and other similar actions can all be considered discrimination. Even if you aren’t the actual subject of the discriminatory actions, you can still be a victim if you have to deal with these types of actions.
It is possible that discrimination can turn even more serious if the discrimination starts to affect your job. For example, if someone refuses to allow you access to the bathroom because of a protected status or if someone won’t allow you to work on their shift because of one of these reasons.
Some employers discriminate by not offering jobs to people based on protected statuses. Refusing to give a person a promotion or raise because of one of these is also discrimination. Employment termination and failing to provide appropriate training are also ways that employers might discriminate.
It is illegal for an employee to be discriminated against because of military status, gender, national origin, religion, age or race. Pregnancy and gender identity, as well as failing to comply with gender norms, are also protected statuses. Discrimination because of disabilities is also forbidden.
When an employer does discriminate against a person who should be protected by the law, it is possible to take legal action against the employer. This usually take a few steps, so you should make sure that you are handling things in the appropriate manner.
Filing a complaint with the Equal Employment Opportunities Commission is usually one of the steps that you will have to take. If the discrimination is at the hands of a supervisor or another employee, making a formal complaint to the human resources department or another appropriate party may also be necessary.
In some cases, you will need to take more serious legal action. If your case comes to this, make sure that you understand the process, your responsibilities and your rights. All of this comes together to help you as you build your claim.