In the United States, a variety of laws exist to prohibit unlawful discrimination. These laws, called Civil Rights Laws, prevent not just the government but also private actors from engaging in discriminatory behavior. For example, Fair Housing laws prohibit discrimination in the rental market and for home sales, while employment laws prohibit employers from acting in a discriminatory manner.
Employers need to understand and abide by the anti-discrimination laws and individual workers should be aware of their legal rights. These laws protect certain classes of individuals based on qualities that have routinely resulted in discrimination in the past. An individual who has one of these particular qualities is considered to have protected status when it comes to discrimination on the basis of that characteristic.
Sepahi Law Group APC represents employers in discrimination litigation in San Diego and throughout California and helps companies to draft policies and procedures manuals aimed at avoiding lawsuits on the basis of discrimination. Call today to speak with a member of our legal team to get started on ensuring your company is in compliance with all anti-discrimination laws.
Qualities that are Commonly Discriminated Against
The various laws that are in place to prevent discrimination all target specific characteristics on the basis of the fact that lawmakers believed people with these qualities needed protection from discrimination. The characteristics include:
- Race
- Religion
- National origin
- Gender/sex
- Color
- Old age
- Disability status
To learn more, please download our free Discrimination in California: What Qualities are Commonly Discriminated Against report.
Title VII of the Civil Rights Act of 1964 addresses race, religion, national origin and gender or sex. Title VII has been expanded and adapted to adjust to the modern employment market. For example, pregnancy discrimination is broadly prohibited on the basis of sex, while the Lily Ledbetter Act expanded protections for violations of laws requiring equal pay.
The EEOC has also held that the prohibitions against sex discrimination prevent federal employers from discriminating on the basis of gender identity and sexual orientation. This extended discrimination laws because LGBT individuals (lesbians, gays, bisexual individuals and transgendered individuals) are also routinely subject to discrimination.
In addition to federal laws against discrimination, individual states also prohibit employers from treating workers differently on the basis of their protected status. Together, state and federal laws aim to ensure that the characteristics that commonly lead to discrimination are not considered by employers in any of the terms or conditions of employment.
To protect your business, ensure compliance with the law and reduce the chances of a Civil Rights lawsuit, contact Sepahi Law Group ALC today to speak with a member of our legal team.