Workplace discrimination has significant legal implications, as outlined by various federal laws and agencies. Here are some key points to consider:
Enforcement of Federal Laws: The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that prohibit discrimination against job applicants or employees in various work situations
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Consequences for Employers: Workplace discrimination can lead to various legal consequences for employers, including financial costs, damage to the company’s reputation, and harm to its workplace culture. Employers can be held liable for legal consequences of workplace discrimination, regardless of their personal involvement. The penalties vary based on the form, severity, and duration of the discrimination, as well as the location and size of the company. Employers bear about 70% of the financial costs, in addition to approximately $5000 on each victim for their loss in wellbeing
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Protected Categories: The law makes it illegal for an employer to make any employment decision based on a person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability, or genetic information. This includes decisions related to hiring, firing, promotions, and pay
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Retaliation: It is also illegal for employers to retaliate against an employee or applicant for exercising their rights, such as whistleblowing or filing a complaint.
Consequences for Employers: Employers who violate anti-discrimination laws face fines of up to $300,000 and risk damaging their reputations. The legal costs of running a tribunal or court case, as well as the cost of dealing with discrimination or harassment grievances within an organization, can also be significant
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