Forbidden workplace discrimination and harassment

On Behalf of | Dec 30, 2016 | Workplace Discrimination |

Texans sometimes face discrimination or harassment while they are employed or applying for jobs. Discrimination and harassment that are based on protected characteristics are explicitly forbidden under federal law, and workers who experience them are able to file charges with the Equal Employment Opportunity Commission.

Employers should strive to protect their employees from workplace discrimination and harassment. They can do several things to prevent the occurrence of either in their workplaces. Having good discrimination and harassment policies in place is important. Employers should also have regular training programs about illegal workplace discrimination and harassment so that all of their workers understand what they can and cannot do.

Employers should understand what types of recruitment practices are illegal and what types of interview questions are forbidden. They should never base job actions on workers’ races, national origins, genders, pregnancies, ages or other protected categories. If a worker complains about harassment or discrimination, employers should act promptly to investigate the situation and take any needed corrective action. Employers should also document everything that happens along with the steps that they have taken. Even if a complaint is found to be without grounds, an employer should never retaliate against an employee for making the complaint.

Workers enjoy a number of different employee rights, and when they are retaliated against for exercising them, they may have valid grounds for filing complaints based on the retaliation itself. When a worker is experiencing discrimination or harassment at their job, they may need to first follow the reporting procedures that are outlined by their company. If doing so results in retaliatory actions or no actions at all, the worker might want to talk to an employment law attorney about their options. The lawyer may help the client file an EEOC complaint.


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