According to the U.S. Equal Employment Opportunity Commission (EEOC), in 2011 approximately 100,000 workplace discrimination claims were investigated. The EEOC’s job is to enforce federal laws that protect the rights’ of employees and job applicants and investigate the claims of workplace discrimination. The federal agency is in place to monitor and educate employers and ensure workplace discrimination does not occur.
In 2011, the highest amount of EEOC claims investigated were racial discrimination claims at 35.4%. Under Title VII of the Civil Rights Act, an employer with 15 or more employees cannot discriminate against an applicant or employee because of their race. When the EEOC looks at discrimination claims based on race, they consider if race played a role in hiring, firing or any other aspect of employment decisions. Race discrimination in the workplace is prohibited when determining benefits, promotions, salary, job schedules, or any other condition of employment.
Gender discrimination claims are also predominant, making up 28.5% of total claims for 2011. Title VII does not allow workplace discrimination based on gender or sex. As with other employment discrimination scenarios, an employee’s gender cannot be considered when making a decision to hire, fire, select for an interview, etc. Prohibition of gender discrimination also applies to the workplace concerns of equal pay, sexual harassment and pregnancy discrimination. Pregnancy discrimination has been discussed at length in previous blogs.
Age discrimination on the job also ranks high with 23.5% of claims filed for 2011. The Age Discrimination in Employment Act (ADEA) prohibits discrimination against those aged 40 or older, for employers with a minimum of 20 employees. The EEOC determines that age discrimination occurs when a person is treated differently because of their age. Considering one’s age to make an employment decision (such as one that affects hiring, firing or benefits) would be determined as age discrimination on the job.
Other workplace discrimination claims investigated by the EEOC include those based on one’s religion, color, national origin, and disability. An employer also cannot discriminate against an employee in the workplace for complaining that they were discriminated against or for filing a charge of discrimination with the EEOC. This would be considered a claim of workplace discrimination for retaliation.
Sidney L. Gold & Associates Advocates for Victims of Employment Discrimination
The Philadelphia employment law firmof Sidney L. Gold & Associateshas long advocated for the fair treatment of workers, regardless of race, gender, age, religion, or disability. If you have experienced any type of workplace discrimination, call us today to speak with a knowledgeable, experienced employment discrimination attorney. We will review the evidence in your case and advise you on how to proceed to get the compensation you deserve. The workplace discrimination lawyers at Sidney L. Gold & Associates have offices in Philadelphia and serve clients throughout Pennsylvania and New Jersey. Call us today at 215-569-1999 or contact us online.