Employers who impose citizenship requirements or give preferences to U.
This poses serious health risks to students and compromises their educational opportunities.
Many states and municipalities also have enacted protections against discrimination and harassment based on sexual orientation, status as a parent, marital status and political affiliation.
However, different procedures are used for processing complaints of federal discrimination.
Legal Context Title IX of the Education Amendments of prohibits discrimination based on sex in federally funded education programs and provides legal recourse to redress such discrimination.
The Civil Service Reform Act of CSRA contains a number of prohibitions, known as prohibited personnel practices, which are designed to promote overall fairness in federal personnel actions.
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The ADEA covers all private employers with 20 or more employees, state and local governments including school districtsemployment agencies and labor organizations.
Information about EEOC and the laws it enforces also can be found at the following internet address:
The PDA covers all aspects of employment, not just hiring and firing.
Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.
Additionally, most states and local governments have a human rights or civil rights office that can help.
Whether or not you have decided to file a charge with the EEOC, consider taking these steps as well:.
It is necessary to understand several important ADA definitions to know who is protected by the law and what constitutes illegal discrimination:.
How are my pay increases, vacation calculations and accrual, and credits of service affected by my pregnancy-related disabilities and leave?
Employers may hold individuals who are illegally using drugs and individuals with alcoholism to the same standards of performance as other employees.
Employees on leave for pregnancy-related disabilities must be treated the same with respect to any benefit, accrual, and vacation calculation as employees who are on leave for non-pregnancy-related disabilities.
Historically, pregnant women and women with pregnancy-related medical conditions faced significant discrimination in the workplace.