In the workplace everybody has a boss. Even the president. (People are his boss or the Supreme Court). I have a saying the best boss I have ever had was a women. GS 15 Sue Glick. Deputy Commander at Support Operations in kaiserslaurtern Germany. Worst boss i ever had was Liz Beiri a GS 13 and I was a GS-12. That was in the Netherlands. Her boss the DOL asked her to please get another job back in the US. She got promoted to GS 14 in the Pentagon. She new nothing about Logistics. My best friends are of all races. Worst male boss I ever was a Black LTC. Everyone knew he was a racist. Hired only hired black men. He did not make COL. I would quit. And tell both of them to shove it.
I was falsely accused of discrimination after 18 years of working in my job. They then fired me. After firing me they hung my picture and my husbands picture on the wall with pictures of pedophiles stating that if we show up to call security. We have never threatened them in any way and yet they did this to defame my character after 18 years of giving my everything to this job. It has been more than 6 months, I have never returned to that job and yet my picture still hangs on the wall.
I worked at a company for many years under multiple contracts with different companies. I knew the primary company's culture really well and was a dedicated employee, therefore they kept me around. Then came a new contracting company that employed people with job titles over their heads, and their sole purpose was to rule you. In other words, up to 4 people with different job titles micro-managed you every day. And most of them didn't know what they were doing because they never took the time to learn. How they obtained those good salary jobs, I don't know. And when their jobs were on the line for incompetence, they blamed workers until he/she position was eliminated. This goes to show that favoritism, nepotism, race, and gender, truly exist in workplaces today, and your loyalty as an employee means nothing. So always keep your resume up to date.
About three weeks ago I filed a formal complaint to my HR due to the fact that my regional manager was being sexist towards myself for the last 3 to 4 months that I was there as a store manager she would contact the assistant manager instead of me and work side-by-side with him she also pulled me in the office for a two hour conversation basically stating that my assistant manager does not like working with me and was going to hand their keys in however when speaking to the assistant manager none of this is true my assistant manager has offered to testify to this as well in my claim I explained all of this to my HR and in their investigation it says that the assistant manager agreed with the regional manager when I showed him this report he said that he would go to a notary and do a written document stating that they falsified his answers on the report he also snapshoted A text message from my regional asking for a truck order that she denied in the report she said she actually called the work phone not his cell phone and that’s why she spoke to him because he supposedly picked up the phone at work however I have the text to prove otherwise I was forced to quit before they even sent me the investigations paperwork because they Were going to demote me to a cashier for nine dollars an hour and make me move to another store working totally different hours than when I was at and weekends every weekend and I told them I would give them a decision whether I accepted the job or not after their investigation was complete but they would not wait that long n told me it was a voluntary resignation I don’t know what to do I’m fighting for unemployment right now but I don’t feel it is fair that they did this to me when I haven’t done anything for them to be able to do it because they are in at will CompanyThey can do what they want how do I fight this and prove my case I do have a witness who is willing to testify and I have video footage of my boss as well what do I do please somebody help me
Im at a job where they are discriminating against me cause i'm slow and slow to learn. The head boss is saying the pit is not for everyone . Im like just let me show you that i can do this job. They have cut my hours to only 2 days a week.
If it were me I would find out what their problem is because what the are doing is discrimination an illegal. If they don't correct the problem with in a week I would file a formal complaint with the workforce and the Better Business bureau. That would bring a serious investigation to them and they can't fire you for any reason after that. You could sue them for the harrassment and discrimination due to age.
Im transitioning back to work ive been on dissability since 2012 What do i say to a hiring manager " why was I on dissability? Without putting up red flag regarding my dissability like it would be a problem if i were to be hired. And so fourth ? Is that against the law for them to ask im afraid of being discriminated for my dissabilty.
I have put together this little report to make Employers Aware of WorkForce Discrimination. I have researched it and found many cases where Employers are not aware of the frequency of it. Hopefully, this shines a light as to what it is?
Here are 11 Types of Workplace Discrimination taking place in the United States. I have been studying this topic for over a month and more and more I am finding out it is happening too frequently. Here are some tips to make you aware of what to look for in the workplace!
11 types of workplace discrimination employers should be aware of!
WorkForce Discrimination if not handled properly, discrimination in the workplace can be very costly and may tarnish a company’s reputation. Whether you have one employee or hundreds, it is important for employers to understand exactly what workplace discrimination is and how to avoid it. This can be especially important for small business owners, who may be managing HR on their own for the first time.
Learn more about what types of conduct might qualify as discrimination and how you can develop a strategy to help reduce your risk.
What is workplace discrimination?
Discrimination is prejudicial treatment in the workplace, which may affect hiring, firing, promotions, salary, job assignments, training, benefits and/or layoffs, based on a person’s age, gender, sexual orientation, race, religion, national origins or disabilities.
Discrimination laws protect both current workers and prospective workers. Any employee who feels they have been discriminated against in the workplace can file a complaint with the U.S. Equal Employment Opportunity Commission and possibly file suit against the company.
Harassment, on the other hand, is unwelcome conduct that is discriminatory or sexual in nature. This harassment must be severe, continuous or a condition of employment. There is a fine line between what is perceived as a harmless joke and workplace harassment. Employers who have questions about discrimination or harassment issues should talk to an employment attorney.
The U.S. Equal Employment Opportunity Commission identifies several different types of workplace discrimination, including:
Age – The Age Discrimination in Employment Act (ADEA) makes it a violation to discriminate against current or prospective employees over the age of 40. Employees under 40 are not protected from age discrimination by federal law, but they may be covered by state laws.
Sex – Civil rights law forbids workplace discrimination based on a person’s gender or sexual orientation.
Race The Civil Rights Act of 1964 states that employers cannot discriminate against workers or applicants based on race.
Religion – The Civil Rights Act of 1964 also forbids employers from discriminating based on religion. Employers must make all reasonable accommodation for religious practices unless it presents an undue burden to the employer.
National origin – Employers are banned from discriminating against employees or applicants based on their ethnic background or perceived ethnic background. In addition, the Immigration Reform and Control Act of 1986 makes it a violation to discriminate against a worker or applicant based on his/her citizenship or immigration status.
Disability – According to the Americans with Disability Act and the Rehabilitation Act, employers cannot discriminate against current or prospective employees based on any physical and mental disability or previous medical condition, such as cancer. The employer also must make reasonable accommodations in the workplace for these employees.
Equal pay – The Equal Pay Act requires employers to pay employees equal pay for equal jobs, despite the person’s gender, age, race, religion, national origin or disability.
Pregnancy – The Pregnancy Discrimination Act forbids employers from discriminating against women in the workplace due to pregnancy, and the employer must provide reasonable accommodations when necessary.
Genetic information – The Genetic Information Nondiscrimination Act of 2008 makes it a violation for an employer to discriminate against a worker based on their genetic information.
Harassment – Harassment in the workplace is banned by several acts, including the Civil Rights Act of 1964, Americans with Disability Act of 1990 and the Age Discrimination in Employment Act of 1967.
Sexual harassment – Sexual harassment, which includes unwelcome verbal or physical sexual advancements or request for sexual favors, is illegal in the workplace.
How to avoid workplace discrimination issues
While completely preventing discrimination can be a challenge, there are several steps your company can take to help minimize the risk of workplace discrimination.
- Employee Handbook
One important step you can take is to develop a clear discrimination policy for your company, and include it in your Employee Handbook. This can be helpful whether you manage a small, medium or large company. The policies should clearly define workplace discrimination and explain the complaint process. For example, will you ask employees to file a formal Complaint Form? Will you issue a Warning Letter? These are questions that you will want to consider. The wording of your discrimination policy is extremely important, especially if an employee files an EEOC complaint or lawsuit. For this reason, it can be helpful to talk to a local attorney while drafting your policy.
- Employee Training
Anti-discrimination training is another useful strategy to help reduce the risk of discrimination in the workplace. This training should include tips for identifying discrimination in the workplace, how to avoid discrimination and how to handle discrimination claims.
- Work with an Attorney
Due to the complexities of the discrimination laws, employers should always talk to an attorney any time a discrimination issue arises. An experienced attorney can help you take the right steps immediately that may help to avoid further actions, which could have a detrimental effect on the company.
Workplace discrimination should not be taken lightly, no matter how big or small your company is, because the repercussions can be severe. Even if you have had no current issues of discrimination in your workplace, it is important to be prepared before an issue arises.
Get started on your Employee Handbook, or if you still have questions regarding workplace discrimination, you can ask a lawyer today. This is what I put together to bring awareness to Employers while keeping an open mind.
WorkForce Discrimination is Happening More than we thought. After researching this over the past month here is information regarding it.
Types of Workplace Discrimination Workplace discrimination Share Flip Pin Share Email
What is workplace discrimination, and what constitutes discrimination against employees or job applicants? Employment discrimination happens when an employee or job applicant is treated unfavorably because of his or her race, skin color, national origin, gender, disability, religion, or age.
It is illegal to discriminate based on race, religion, gender, or national original when hiring or in the workplace.
It is illegal to discriminate in any facet of employment, so workplace discrimination extends beyond hiring and firing to discrimination that can happen to someone who is currently employed. What Is Employment Discrimination? Title VII of the Civil Rights Act of 1964 makes it unlawful to discriminate in hiring, discharge, promotion, referral, and other facets of employment, on the basis of color, race, religion, sex, or national origin.1 This is enforced by the Equal Employment Opportunity Commission (EEOC).
In addition, federal contractors and subcontractors must take affirmative action to guarantee equal employment opportunity without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin. Executive Order 11246 is enforced by the Office of Federal Contract Compliance Programs (OFCCP).2
Discrimination vs. Harassment What's the difference between discrimination and harassment? Harassment is a form of discrimination. As with discrimination, there are different types of harassment, including unwelcome behavior by a co-worker, manager, client, or anyone else in the workplace, that is based on race, color, religion, sex (including pregnancy), nationality, age (40 or older), disability, or genetic information.
Review this list of the different types of employment discrimination, examples of workplace discrimination, and tips for handling workplace discrimination issues.
Age Gender Race Ethnicity Skin Color National Origin Mental or Physical Disability Genetic Information Relationship to someone who may be discriminated against Pregnancy or Parenthood
Examples of Employment Discrimination Employment discrimination could occur in any number of situations, including:
Stating or suggesting preferred candidates in a job advertisement Excluding potential employees during recruitment Denying certain employees compensation or benefits Paying equally-qualified employees in the same position different salaries Discriminating when assigning disability leave, maternity leave, or retirement options Denying or disrupting the use of company facilities Discrimination when issuing promotions or lay-offs Discrimination Legislation and Issues Age Discrimination Age discrimination is a practice specifically prohibited by law. With a few rare exceptions, companies are forbidden from specifying an age preference in job advertisements. Employees must receive the same benefits regardless of age, the only exception being when the cost of providing supplemental benefits to young workers is the same as providing reduced benefits to older workers. Also, age discrimination in apprenticeship programs or internship opportunities is illegal.
Religious Discrimination It is illegal for employers to discriminate based on an individual's religious customs. Businesses are required to make reasonable accomodation of an employee's religious beliefs, as long as doing so doesn't have excessive negative consequences for the employer.
Gender Discrimination When paying a salary to men and women of the same qualifications, responsibility, skill level, and position, employers are forbidden to discriminate on the basis of gender. Also, businesses are forbidden from lowering one gender's salary in order to equalize pay between men and women.
Pregnancy-Based Discrimination Additionally, pregnancy-based discrimination is illegal. Employers are required to handle pregnancy in the same way that they would handle a temporary illness or other non-permanent condition that would necessitate special consideration. Job seekers have the same rights as employees, and both are protected by the Pregnancy Discrimination Act (PDA) passed in 1978.3
Hostile Work Environment A hostile work environment is created when harassment or discrimination interferes with an employee’s work performance or creates a difficult or offensive work environment for an employee or group of employees.
Unlawful Discrimination and Harassment It's important to note that discriminatory practices can occur in any aspect of employment. It is illegal for an employer to make assumptions based on race, gender, or age-related stereotypes, and it's also unlawful for an employer to assume that an employee may be incapable because he or she is disabled.
Additionally, companies are prohibited from withholding employment opportunities from an employee because of his or her relationship with someone of a certain race, religion, or ethnicity. Unlawful discrimination also includes harassment based on legally protected personal traits, including (but not limited to) race, gender, age, and religion.
Employment Discrimination Complaints Under United States laws, companies are prohibited from subjecting employees to unfair treatment or blatant discrimination based on these legally-protected characteristics.4 Also, it is illegal for an employer to retaliate against a person who has filed a complaint about discrimination or participated in a related investigation.
While not all unfavorable treatment constitutes unlawful discrimination, any employee who believes that he or she has experienced workplace discrimination can file a complaint with the EEOC (The Equal Employment Opportunity Commission). Distribution of EEOC Complaints The EEOC reported the following breakdown for the charges of workplace discrimination that were received by the agency in 2018:5 Some of the numbers of it. Retaliation: 39,469 (51.6% of all charges filed) Sex: 24,655 (32.3%) Race: 24,600 (32.2%) Disability: 24,605 (32.2%) Age: 16,911 (22.1%) National Origin: 7,106 (9.3%) Color: 3,166 (4.1%) Religion: 2,859 (3.7%) Equal Pay Act: 1,066 (1.4%) Genetic Information: 220 (0.3%)
A friend of mine has been on her job for quite some time. Lately her new managers have been criticizing her work, speak negatively towards her, and even placed her on a PIP. She called me this weekend frantic because she's never been treated this way by any other managers before and suddenly she's a poor performer. She shared how other teammates are talking amongst themselves about finding a new job, posting out or taking an LOA. She's afraid HR will only make the situation worse and it's considering legal advice at this point. I really hate to hear this because she goes to work everyday and this just started happening. She's experiencing stress, anxiety, weight gain, and just an emotional roller coaster. Should she seek legal advice or contact the EEOC?