Employers must educate themselves on fair recruiting procedures and employment discrimination regulations.
As an employer, it is critical to understand what recruiting practices are permissible under federal law. Employees are entitled to fair opportunity under federal law.
The following federal statutes ban workplace discrimination:
The Civil Rights Act of 1964, Title VII, forbids employment discrimination based on race, color, religion, gender, or national origin.
The Fair Pay Act of 1963 prohibits sex-based pay discrimination against men and women who do essentially similar labor in the same place.
Those 40 and older are protected by the Age Discrimination in Employment Act of 1967.
The Americans with Disabilities Act of 1990, Titles I and V, ban employment discrimination against qualified persons with disabilities in the private sector, as well as in state and municipal governments.
The Rehabilitation Act of 1973, Sections 501 and 505, ban discrimination against eligible persons with disabilities who work for the federal government.
Title II of the Genetic Information Nondiscrimination Act of 2008 forbids employment discrimination based on an applicant’s, employee’s, or former employee’s genetic information.
In circumstances of deliberate job discrimination, the Civil Rights Act of 1991 authorizes monetary damages.
Further information about employment discrimination regulations may be found on the website of the United States Equal Opportunity Commission.
These federal regulations apply not just to the employment process, but also to termination and workplace harassment. These also include any personnel categorization, marketing, recruitment, or testing. As an employer, you should understand what kind of behaviors are deemed discriminatory under federal law and educate your management personnel on how to avoid and prevent employment discrimination before it occurs. Outlining your firm rules in an Employee Handbook is an excellent approach to convey these policies to your staff.
