The Equal Employment Opportunity Commission (EEOC) is the agency in charge of investigating discrimination complaints filed by employees. It also has the power to decide whether a complainant was subjected to discriminatory practices, enable both parties to come up with a reasonable resolution, and file a court case if the problem was not resolved through settlement talks.

Here are the types of workplace discrimination which are strictly prohibited by EEOC:

Age Discrimination

Both Title VII of the Civil Rights Act of 1964 and Age Discrimination in Employment Act (ADEA) of 1967 prohibit age discrimination in all areas of employment including promotion, hiring, layoff, firing, training, benefits, compensation, and job assignments, among others.

Under ADEA, people who are 40-years-old and above should not be treated unfairly due to their age. Employers are also prohibited from retaliating against elderly applicants or employees who refused to be subjected to different employment practices that are discriminatory in nature.

This law covers employers who have at least 20 workers, including both local and state governments. In addition, it also applies to the federal government, labor organizations, and employment agencies.

National Origin Discrimination

Americans as well as Mexicans, Native Americans, Ukrainians, Arabs, Filipinos, or other people who have a different or unique ancestry should be provided with equal employment opportunities. Title VII prohibits employers who have at least 15 employees from making employment decisions which are based on an individual's national origin.

This type of discrimination happens when an individual is treated less favorably compared to other employees because of his unique origins and ethnicity or because people believe that he has a certain ethnic background. In addition, it also happens when an individual is treated unfairly because of his marriage or connection with another individual who has a different nationality.

Pregnancy Discrimination

The Pregnancy Discrimination Act (PDA), which was made to amend Title VII, provides a wider scope of protection to pregnant women. Under it, employers are prohibited from making employment-related decisions that are based on the woman's childbirth, pregnancy, or other medical conditions that are related to either or both of it.

Here are two areas that are covered by it:

  • Hiring- Employers cannot refuse to hire pregnant women who are qualified for the vacant position.
  • Fringe benefits- A woman does not have to be married in order for her to receive different kinds of "pregnancy-related benefits."

If you have more questions about the different types of workplace discrimination, do not hesitate to seek legal advice from a Los Angeles discrimination lawyer.