2 edition of Major issues in the federal law of employment discrimination. found in the catalog.
Major issues in the federal law of employment discrimination.
|Statement||by George Rutherglen.|
|Series||FJC-ETC ;, 85-2, 85-6, Education and training series (Federal Judicial Center) ;, 85-2, 85-6.|
|Contributions||Federal Judicial Center.|
|LC Classifications||KF3464 .R87 1983 Suppl.|
|The Physical Object|
|Pagination||2 v. ;|
|LC Control Number||85601832|
Discrimination and Harassment at Your Job. The Equal Employment Opportunity Commission (EEOC) enforces federal laws prohibiting employment discrimination. These laws protect employees and job applicants against: Discrimination, harassment, and unfair treatment in the workplace by anyone because of: Race. Color. Religion. Employment Discrimination Law, Cases and Materials on Equality in the Workplace (American Casebook Series) by Maria Ontiveros, Roberto Corrada, et al. | out of 5 stars 1.
Federal Anti-Discrimination Laws. There are several laws that prohibit discrimination in the employment context. In addition, most states also have anti-discrimination laws that may go beyond the federal laws and provide more coverage. The major federal anti-discrimination laws make it unlawful to discriminate against a variety of groups. The Act banned discrimination on the basis of race, religion and national origin. It opened up access to public accommodation and enforced voting rights and desegregated public education. The employment provision, known as Title VII, also prohibited discrimination on the basis of gender.
The most basic antidiscrimination law in employment is in Title VII of the federal Civil Rights Act of The key prohibited discrimination is that based on race, but Congress also included sex, religion, national origin, and color as prohibited bases for hiring, promotion, layoff, and discharge decisions. This casebook covers all major aspects of employment discrimination law, including benchmark legislative, administrative, and judicial developments. Due in part to frequent updates and revisions, it has received accolades as one of the most comprehensive and frequently updated texts on .
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The book covers such issues as claims of disparate treatment and disparate impact, affirmative action, and discrimination on the basis of sex, national origin, and religion.
Other federal remedies for employment discrimination are also discussed. Major issues in the federal law of employment discrimination [Rutherglen, George] on *FREE* shipping on qualifying offers. Major issues in the federal law of employment discriminationAuthor: George Rutherglen.
This edition of Major Issues in the Federal Law of Employment Dis- crimination discusses most developments in the law through June These developments are. Genre/Form: Government publications: Additional Physical Format: Online version: Rutherglen, George. Major issues in the federal law of employment discrimination.
Genre/Form: Government publications Electronic government information: Additional Physical Format: Online version: Rutherglen, George. Major issues in the federal law of employment discrimination.
This means all employment decisions should be based on legitimate business-related criteria. Some of the major federal laws and the protected categories under those laws are: Title VII of the Civil Rights Act of prohibits discrimination against employees on the basis of race, color, sex, religion, or national origin.
Age Discrimination in. The United States Department of Labor oversees and enforces more than federal laws governing workplace activities for about 10 million employers and million workers. The following is a list of employment laws that regulate hiring, wages, hours and salary, discrimination, harassment, employee benefits, paid time off, job applicant and employee testing, privacy, and other important.
The major federal laws and regulations prohibiting employment discrimination were passed as part of several major federal acts and the subsequent amendments thereto. The primary federal acts addressing employment discrimination are as follows: • The Civil Rights Act of (Title VII) – Title VII is the most developed body of employment.
Federal laws prohibiting discrimination or regulating workplace issues that are not enforced by the EEOC. Discrimination by Type Laws, regulations and policy guidance, and also fact sheets, Q&As, best practices, and other information organized by basis of discrimination. Get this from a library.
Major issues in the federal law of employment discrimination. [George Rutherglen; Kris Markarian; Federal Judicial Center.]. Determining Which Laws Apply: A Checklist.
The federal laws that prohibit employment discrimination based on disability all share the same fundamental goal: to remove the barriers to employment faced by individuals with disabilities.
However, not all of these laws apply to all employers. Employment discrimination laws are clear in stating that employment discrimination is unacceptable and illegal.
Specifically, companies cannot legally discriminate against people (applicant or employee) "because of that person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.
Similar Items. Federal law of employment discrimination in a nutshell / by: Player, Mack A. Published: () Foundations of employment discrimination law / by: Donohue, John J., Published: () Discrimination law and employment issues avoiding the pitfalls in: age, disability, gender, race, religion, sex and sexual orientation / by: Martin, David.
This law makes it illegal to discriminate against a qualified person with a disability in the federal government. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
The laws enforced by EEOC makes it unlawful for Federal agencies to discriminate against employees and job applicants on the bases of race, color, religion, sex, national origin, disability, or age. A person who files a complaint or participates in an investigation of an EEO complaint, or who opposes an employment practice made illegal under.
The prohibition in Title VII against discrimination on the basis of religion is subject to the BFOQ exception,  but it is also subject to three other provisions that apply only to religious discrimination. Section creates an exception for employment by religious organizations and schools "of individuals of a particular religion to perform work connected with the carrying on" of their.
Almost every employee is subject to protections under a number of federal employment and anti-discrimination laws, while state laws may vary greatly in terms of their application to employers and protections provided to instance, many states include LGBTQ employees to the list of protected individuals.
It explains all of the major federal employment laws: whom they protect, who has to follow them, what they require, and what they prohibit. Each chapter in this book covers a single federal employment law and describes the obligations employers have under each law, including deadlines, posting requirements, and record-keeping rules.
Below are descriptions of federal laws that prohibit discrimination based on race. The Civil Rights Act of Title VII (Equal Employment Opportunities) The Civil Rights Act was a very significant piece of legislation when it was enacted in and continues to protect individuals against discrimination. Where an employment-related complaint raises discrimination issues, employees also have the option to pursue a claim under federal anti-discrimination laws or the co-existing state and territory laws, with a determination of the complaint undertaken by the relevant Court or Tribunal vested with jurisdiction under the statutory scheme.
Artículo publicado en Major Issues in the Federal Law of Employment Discrimination (Fourth Edition), II. Procedural Provisions of Title VII. VLEXThe main thrust of all employment discrimination laws is to make it illegal for employers to treat employees or applicants adversely on the basis of something about themselves that they cannot change, or should not be expected to change.
Such factors are called "immutable characteristics". Racial or ethnic discrimination in the workplace can rear its ugly head in a variety of forms, some of which can be overt or obvious. But racial discrimination can often be subtle and more difficult to detect, such as an employer's failure to hire or promote an individual on account of their race.
Whichever form it takes, however, racial discrimination in the workplace is strictly prohibited.