As we've discussed before, the Civil Rights Act of 1964 makes it illegal for employers to discriminate against employees based on their sex, race, color, religion and national origin. One prohibition that is perhaps conspicuously absent from this important list, however, is sexual orientation.
In today's post, we'll conclude our discussion of how Title VII of the Civil Rights Act of 1964 provides protection against religious discrimination in the workplace to people of all faiths and beliefs.
Last time, we started discussing how even though we would like to think otherwise, many employers will actively consider a person's individual religious beliefs or practices when making employment-related decisions.
When a person interviews for a job or meets with a manager to discuss the possibility of a promotion, the last thing on their mind is likely their individual religious beliefs or practices. That's because they assume, correctly, that this is a highly personal issue that has no bearing on the employment-related matter at hand.
When it comes to the fight against cancer the good news is that we've made remarkable progress, as more people than ever are now beating the disease, or able to live longer and happier lives. Indeed, statistics show that nearly 5.6 million people considered to be of working age are currently cancer survivors.
The last several years have seen huge steps forward in the rights of LGBT Americans. Marriage equality, the repeal of Don't Ask Don't Tell and countless advances in cultural acceptance have ushered in a new era for many LGBT people.
Recently released figures from the U.S. Equal Employment Opportunity Commission indicate that a certain form of discrimination is still alive and well in workplaces throughout the nation despite efforts by advocacy groups to change perceptions and challenge employers.
The Equal Employment Opportunity Commission, the federal agency tasked with "enforcing federal laws that make it illegal to discriminate against a job applicant or an employee" on the basis of things like disability, race, age or other membership in other protected classes, is now setting its sights on the bright lights of Hollywood.
In many workplaces across the nation, older employees are treated with the necessary respect by both their colleagues and employers, with each valuing their extensive experience, carefully honed skills and unique insight that can only come from years on the job.
While we would prefer to think otherwise, the simple and sad truth is that qualified disabled people often face very real, very challenging -- and sometimes very illegal -- obstacles in their quest to find suitable employment.