A Look at EEOC-Enforced Laws: 9 Prohibited Practices for Employers (Pt. 3)
Wrapping up our series A Look at EEOC-Enforced Laws: 9 Prohibited Practices for Employers, here, we’ll highlight some more discriminatory actions that are illegal for U.S. employers.
Additional Prohibited Practices for Employers
7 – Discriminating in Training Programs
When employers have apprenticeships or training programs, they are not permitted to discriminate against applicants for these programs on the basis of their race, ethnicity, religion, gender, disability, etc. This means, for example, that an employer could not specifically exclude Hispanic Americans from applying for a training program.
Depending on the situation and training program, however, it can be legal for employers to impose age limits on applicants.
8 – Failing to Make Reasonable Accommodations to Meet Employees’ Religious Needs
When reasonable and financially feasible, accommodations must be made to meet employees’ religious needs at work. While this can mean that employers are required to provide certain breaks for employees’ religious practices, it may also mean that employers have to be somewhat flexible in scheduling to accommodate the celebration or observance of a particular religious holiday.
9 – Harassing Employees
This may be one of the more obvious prohibited practices for employers, but it’s important to point out nonetheless – especially now when issues like workplace bullying and workplace violence are so prominent. EEOC-enforced laws prevent employers from harassing employees:
- Because of their race, ethnicity, religion, gender, age, disability, etc.
- Who have already filed complaints about workplace discrimination
- Who have assisted in investigations regarding alleged workplace discrimination.
Harassment in the workplace can specifically include (but may not be limited to):
- Verbal harassment, including the use of slurs, threats, derogatory comments, etc.
- Physical harassment, which can involve anything from shoves to full-on assault
- Other harassment, such as leaving nasty notes for employees, vandalizing their property with slurs/derogatory comments, etc.
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While this means that you can count on our Atlanta employment lawyers to involve you in strategy sessions and keep you informed about the progress of your case, it also means that you can rely on us to successfully represent your interests, aggressively fight for your rights and work diligently to help you obtain compensation and justice.