Maryland Employment Discrimination Lawyers
Types Of Employment Discrimination
While employees can pay and treat employees differently based on performance and qualification, it is illegal to treat employees differently based on race, or characteristics associated with race, such as hair texture, skin color, or certain facial features. This constitutes racial discrimination, which is prohibited by Title VII of the Civil Rights Act of 1964.
Sex or gender discrimination is the act of treating individuals differently in their employment because an individual is a woman or a man. When sex and/or gender-based assumptions factor into workplace and employment decision making, sex discrimination may be taking place.
Age Discrimination is the act of treating an employee, or potential employee, less favorably due to the employee’s age. The Age Discrimination in Employment Act of 1967 (ADEA) protects employees and applicants age 40 or older from workplace age discrimination. Anti-age discrimination laws do not protect individuals under the age of 40. The purpose of ADEA is to protect individuals from being discriminated against for being viewed in terms of employment as being “too old.”
Individuals with disabilities are explicitly protected from discrimination in the workplace by the American with Disabilities Act (ADA) of 1990. Employers are prohibited from asking about the existence, nature or severity of a disability. Asking for a medical exam is also illegal unless it is common practice for applicants or employees in that position.
Ethnicity & National Origin Discrimination In Employment Attorneys
Ethnic discrimination can appear in various aspects of employment, and has a negative impact on employment in areas such as hiring and testing; pay, promotions, and benefits; jobs assignments and training. Ethnic discrimination can also involve decision making based on stereotypes of ethnic groups.
Sexual orientation or gender identity are now protected under a recent Supreme Court decision. Under federal law, it is now illegal for employers to discriminate against LGBTQ employees. Contact us if you believe you have been discriminated against based on your sexual orientation.
The Pregnancy Discrimination Act (an amendment to Title VII of the Civil Rights Act of 1964) requires that employers treat pregnancy exactly the same as any other medical condition. Pregnant women cannot be treated differently from others who perform their jobs equally well. In regards to necessary leave, the employer must treat them no differently than any other temporarily disabled employee, with access to FMLA (Family Medical Leave Act) leave as applicable.
While employees can pay and treat employees differently based on performance and qualification, it is illegal to treat employees differently based on religion. This constitutes religious discrimination, which is prohibited by Title VII of the Civil Rights Act of 1964. The law applies to all traditional religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also to others who have sincerely held religious, ethical or moral beliefs.
Contact our Maryland Employment Discrimination Lawyers
If you have experienced any of the above, you may have been subjected to illegal discrimination in the workplace, and may benefit from a consultation with an attorney at Zipin, Amster & Greenberg.