New Federal Guidelines on Workplace Discrimination




New Federal Guidelines on Workplace Discrimination

Yesterday the United States Equal Employment Opportunity Commission (EEOC) issued new guidelines to help combat more covert forms of racial discrimination in the workplace.

The new guidelines do not change the laws, but rather the EEOC’s recommendations to employers, employees, and racial discrimination attorneys on how to reduce the rate of racial bias at work. Race discrimination cases currently make up one-third of all complaints received by the EECO annually.

One of the most prevalent forms of subtle racial discrimination remains penalizing workers for speaking languages other than English on the job. In addition to language discrimination targeted at immigrants, racial discrimination can also include cases where minority employers favor only their racial group. It also includes unlawful exclusion of minority employees for raises, promotions, and other job advancements.

The EEOC’s new manual also covers harassment, retaliation, “glass ceilings” encountered by specific groups, and more. The guidelines discuss circumstances in which discrimination occurs based on a combination of factors such as gender, race, ability, and the like.

The commissioner of the EEOC, Stuart J Ishimaru, announced that, “We want to educate people so they know to complain, go to the EEOC, and vindicate their rights.”

The incidence of workplace discrimination lawsuits has increased over recent years, sparking significant attention from the Supreme Court, who is currently considering what authority employers should have to transfer workers who claim workplace discrimination. Last session, the Supreme Court expanded equality laws regarding sex and age bias.

Wal-mart is currently fighting the nation’s biggest workplace discrimination lawsuit. This lawsuit alleges that the company discriminated against 1.6 million current and former female employees, bypassing them in favor of men for promotions.

If you feel you have been discriminated against in the workplace, you may wish to contact a qualified attorney to learn more about your legal rights and options. An attorney can help you file a claim with the EEOC, determine the best plan of action in your situation, and protect your legal interests.

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