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Employee Discrimination Laws

For the general person, a lot of the legal questions that arise typically pertain to employee discrimination. They can range from employee discrimination articles, employee discrimination in the workplace, and the employee discrimination act. When faced with questions like these people may turn to Experts for insights and solutions for their problems. Listed below are five of the top employee discrimination questions that have been answered by the Experts.

What is Employment Discrimination?

When companies or the owner of a company unlawfully singles out one worker, rather than all the workers this is a form of employment discrimination. U.S. Equal Employment Opportunity Commission (EEOC) enforces this at the Federal level from the anti-discrimination laws and rules that involve employment.

If a female employee asks for time off from work but is not granted permission or a valid reason why, but the male employees get their time off granted, is this a form of employee discrimination?

In this case it seems like the individual’s are being mistreated wrongly because of their gender and could be a case based on employee gender discrimination. The individual’s can get in touch with the EEOC and file a claim of discrimination. The EEOC might file the party a file suit after they examine the situation.

Can someone be fired in the State of Pennsylvania for off duty smoking?

In the State of Pennsylvania they are an employment-at-will state. They permit to hiring and firing on all basis that an employer care to apply, other than assured explicitly defined criteria for instance verdicts built on gender, disability, and race. It is acceptable if a company wants to discriminate against smokers, and off-duty smokers. The company can test all workers for any company banned substance at the company’s will. However, the employees are not required to take the test, but if they refuse to take the test that’s also basis for being fired.

Is there a statute of limitation of employee discrimination case in the state of Illinois?

Title VII commands that a worker needs to file allege of discrimination with the EEOC before three hundred days; because in the state of Illinois and other states they have their own anti-discrimination laws that they pertain to. People need to be aware that if they file beneath Illinois law, that they should file there allege with the Illinois Department of Human Rights in Springfield or Chicago before a hundred and eighty days of the act of discrimination. Then file their claim in Supreme Court before ninety days of getting the right to sue letter. If the individual is filing for gender discrimination, they have to use Title VII or state law with these there are extremely small statute of limitations.

If an employee scored a low score on a performance test, and the employer is asking them to be retrained, is this grounds for a employee discrimination suit?

This does not seem to be a case for employee discrimination seeing how the individual has poor performance. It is not against the employment laws to ask an employee to be retrained or attend extra training due to poor performance. The individual could have a case if they were discriminated against for gender, age, disability, and race.

Employment discrimination is a very diverse topic. It can span one question after another that could lead to other employment topic questions. Some of those topics many times include: employee non discrimination act, employee discrimination rights and employee discrimination laws. Experts can help with any question fast and effectively that pertain to any type of employment law questions.

Ask an Employment Lawyer

Tina
Tina, Lawyer
Category: General
Satisfied Customers: 8057
Experience:  JD, BBA, recognized by ABA for excellence.
4460311
Type Your Employment Law Question Here...
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2 Employment Lawyers are Online Now

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Recent Discrimination Questions

  • I'm a Compliance Officer for five years and I believe the current

    I'm a Compliance Officer for five years and I believe the current CEO is retaliating against me related to a comment I made in her office, which she had designated as a "safe zone". She was not pleased with the comment about her showing favoritism toward another employee she is friends with and has promoted. The next day she wrote a poor performance rating stating negativity on my part in regards ***** ***** comment. I suggested we both reacted emotionally and she denied this and would not amend the poor performance rating: this is the first poor performance rating I have received. Since then she has escalated to harassment and making up policies not approved by the Board or in handbook to create more write-ups on me. She's going back one year to find time off requests of mine, but the time off policy for salary personnel only went into effect August 1, 2014. It is clear she is trying to find reasons to terminate me that aren't even current policy. What is my recourse?
  • I am a pharmacist, 66years old, a vietnam veteran. I work in

    I am a pharmacist, 66years old, a vietnam veteran. I work in a hospital. I feel that some of the management in our department will look at my work a scrutinize it for problems when the same issues for other pharmacists are ignored. As a matter of fact I have kept a list that would take roughly 3 hours to go through. Other pharmacists have commented that it seems I am being harassed. I am chided in reviews with nebulous terms like I lack initiative. When these comments are run by other staff members or physicians, they disagree. As a matter of fact I get along extremely well with all staff members, nurses and physicians. There seems to be only 2 people who make no secret about not wanting me to be around. I understand that I am in a protected class- what does this mean exactly.
  • If as an employer I require all my employees to pay a flat

    If as an employer I require all my employees to pay a flat amount of say $200 a month for their health insurance and in doing this since under the Affordable Care Act the health premiums vary by age would it be considered discrimination since I the employer would be paying more for the older employees?
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