No one should have to deal with discrimination in the workplace. Unfortunately,
despite prohibitions on workplace discrimination under federal and state
employment law, it’s still quite common to encounter it. If you
workplace discrimination at your job in San Jose, CA, you can get the help you need from a lawyer
who handles cases pertaining to employment law.
Age discrimination is prohibited under the Age Discrimination in Employment
Act (ADEA). ADEA
protects workers who are aged 40 or older from unfair discriminatory practices in the workplace. Some state
laws protect younger workers from age discrimination. It should be noted
that ADEA does not prohibit favoring an older worker instead of a younger
worker. Unlawful discrimination may be committed by anyone, even if both
parties are over the age of 40. Prohibited acts include discriminatory
employment policies, harassment, and discriminatory acts pertaining to
any condition or aspect of employment.
Sexual harassment is among the most common forms of workplace discrimination.
A person of either sex may be the victim or the perpetrator of sexual
harassment. It is also possible for the victim and the perpetrator to
be of the same sex. Sexual harassment may involve acts, such as requests
for sexual favors, unwelcome sexual advances, or offensive remarks related
to a person’s sex. Generally, to be legally defined as sexual harassment,
the behavior must be so egregious or pervasive so as to constitute a hostile
It is illegal to treat an employee or a job applicant in an unfair manner
because of that individual’s religious beliefs. All religious beliefs
are protected, so long as they are sincerely held by that individual.
Additionally, this category of discrimination protects sincerely held
ethical and moral beliefs. Employers are required by law to make reasonable
accommodations for an employee’s religious practices and beliefs.
The only exception is if these accommodations would significantly disrupt
the business’ operations. For example, if an employee is required
by faith to pray at certain times throughout the day, the employer may
allow flexible scheduling or flexible break periods. Another discriminatory
action is segregation based on religion. For example, if a religious adherent
is required by faith to grow a beard or wear specific head garb, he or
she must not be barred from client interactions or other aspects of the
business because of these requirements.