KNOW YOUR EMPLOYMENT RIGHTS!
YOUR EMPLOYER CANNOT MAKE JOB DECISIONS BECAUSE OF YOUR RACE/COLOR.
RACE/COLOR DISCRIMINATION. THE EMPLOYMENT LAWS PROHIBIT AN EMPLOYER FROM TREATING YOU DIFFERENTLY, OR LESS FAVORABLY BECAUSE OF PERSONAL TRAITS, SUCH AS HAIR TEXTURE, COLOR OR CERTAIN FACIAL FEATURES, ASSOCIATED WITH A PARTICULAR RACE OR BECAUSE YOU OR A FRIEND, PARENT OR SOMEONE ELSE YOU ASSOCIATE WITH IS OF A PARTICULAR RACE OR COLOR.
ALL RACES, INCLUDING WHITES, BLACKS, ASIANS, PACIFIC ISLANDERS, NATIVE AMERICANS AND NATIVE ALASKANS, ARE PROTECTED FROM RICIAL DISCRIMINATION. BI-RACIAL AND MULTI-RACIAL INDIVIDUALS ALSO ARE PROTECTED FROM DISCRIMINATION ON THE BASIS OF RACE.
THE LAWS ALSO PROTECT YOU FROM BEING HARASSED AT WORK BY MANAGERS, CO-WORKERS, OR OTHERS IN YOUR WORKPLACE BECAUSE OF YOUR RACE OR COLOR.
THE LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE OF SOMEONE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH COMPLAINS ABOUT RACE DISCRIMINATION. THIS IS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
RELIGIOUS DISCRIMINATION. THE LAW PROHIBITS AN EMPLOYER FROM TREATING YOU DIFFERENTLY, OR LESS FAVORABLY BECAUSE YOU OR A FRIEND, PARENT, OR SOMEONE ELSE YOU ASSOCIATE WITH HOLDS A PARTICULAR RELIGIOUS BELIEF ( OR NON-BELIEF). THE LAW PROTECTS ALL SINCERELY HELD RELIGIOUS BELIEFS. IT DOES NOT MATTER IF YOU HOLD THE BELIEFS OF A TRADITIONAL ORGANIZED RELIGION, SUCH AS BUDDHISM, CHRISTIANITY, OR JUDAISM, OR IF YOU HOLD WHAT OTHERS CONSIDER NONTRADITIONAL BELIEFS, SUCH
AS WICCA AND RASTAFARIANISM. NON-BELIEVERS ALSO ARE PROTECTED FROM RELIGIOUS DISCRIMINATION.
SEX DISCRIMINATION. TWO LAWS PROTECT YOU FROM SEX DISCRIMINATION AT WORK (INCLUDING WHEN YOU APPLY FOR A JOB):
· TITLE Vll OF THE CIVIL RIGHTS ACT PROHIBITS AN EMPLOYER FROM TREATING YOU DIFFERENTLY OR LESS FAVORABLY, BECAUSE OF YOUR SEX, WHICH IS DEFINED TO INCLUDE PREGNANCY, SEXUAL ORIENTATION AND GENDER IDENTITY. THIS LAW ALSO PROHIBITS EMPLOYMENT DECISIONS BASED ON STEREOTYPES ( UNFAIR OR UNTRUE BELIEFS ABOUT ABILITIES AND TRAITS ASSOCIATED WITH GENDER. IN ADDITION, TITLE Vll PROHIBITS EMPLOYMENT BASED ON GENDER IDENTITY OR SEXUAL ORIENTATION. THESE LAWS APPLY EVEN IF STATE OR LOCAL LAWS TAKE A DIFFERENT POSITION. EVERYONE, REGARDLESS OF GENDER, IS PROTECTED FROM SEX DISCRIMINATION UNDER TITLE Vll.
THE EQUAL PAY ACT. THE EQUAL PAY ACT REQUIRES EMPLOYERS TO GIVE MALE AND FEMALE EMPLOYEES EQUAL PAY FOR EQUAL WORK. THIS MEANS THAT EMPLOYERS HAVE TO PAY MEN AND WOMEN EQUALLY FOR DOING SUBSTANTIALLY THE SAME WORK AT THE SAME WORKPLACE. ALL FORMS OF PAY ARE COVERED BY THESE LAWS, INCLUDING SALARY, OVERTIME PAY, BONUSES, VACATION AND HOLIDAY PAY, INSURANCE, USE OF COMPANY VEHICLES AND BENEFITS. PROHIBITS PAY DISCRIMINATION BASED ON RACE, COLOR, RELIGION, SEX, ( INCLUDING PREGNANCY, GENDER IDENTITY AND SEXUAL ORIENTATION), NATIONAL ORIGIN, AGE (40 OR OLDER), DISABILITY OR GENETIC INFORMATION.
SEX HARRASSMENT. THE LAW PROHIBITS SEX HARASSMENT AT WORK. SEX HARASSMENT INCLUDES CONDUCT THAT IS SEXUAL IN NATURE, SUCH AS SEXUAL JOKES, PHOTOS, OR TOUCHING, OR REQUESTS FOR SEXUAL FAVORS, AND NON-SEXUAL CONDUCT THAT IS BASED ON GENDER, SUCH AS COMMENTS THAT MEN OR WOMEN BELONG IN CERTAIN JOBS, OR COMMENTS QUESTIONING MEN’S OR WOMEN’S SKILLS OR ABILITIES. HARASSMENT BASED ON SEXUAL ORIENTATION, PREGNANCY, OR GENDER IDENTITY IS ALSO PROHIBITD.
SEXUAL ORIENTATION AND GENDER IDENTITY DISCRIMINATION. THE LAWS FORBIDS DISCRIMINATION WHEN IT COMES TO ANY ASPECT OF EMPLOYMENT, INCLUDING HIRING, FIRING, PAY, JOB ASSIGNMENTS, PROMOTIONS, LAYOFF, TRAINING, FRINGE BENEFITS AND ANY OTHER TERM OR CONDITION OF EMPLOYMENT.
HARASSMENT. THE LAW PROHIBITS WORKPLACE HARASSMENT BECAUSE OF RACE, COLOR, NATIONAL ORIGIN, SEX ( INCLUDING PREGNANCY, GENDER IDENTITY,AND SEXUAL ORIENTATION, RELIGION, DISABILITY, AGE (AGE 40 AND OLDER), OR GENETIC INFORMATION. THE LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE, A RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT HARASSMENT DISCRIMINATION, OR TAKE OTHER ACTIONS PROTECTED BY THE LAWS EEOC ENFORCES. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION
HARASSMENT CAN TAKE MANY DIFFERENT FORMS. IT CAN INVOLVE VERBAL, PHYSICAL OR VISUAL CONDUCT AND CAN OCCUR ON OR OFF THE WORK SITE. THE HARASSER CAN BE YOUR MANAGER, OR MANAGER IN ANOTHER AREA, A CO-WORKER, OR OTHERS IN YOUR WORKPLACE, SUCH AS CLIENTS OR CUSTOMERS.
IN GENERAL, TEASING, CASUAL COMMENTS, OR SINGLE INSTANCES OF INAPPROPRIATE CONDUCT ARE NOT ILLEGAL. FOR INAPPROPRIATE BEHAVIOR TO RISE TO THE LEVEL OF ILLEGAL HARASSMENT,IT MUST
BE UNWELCOME OR UNWANTED. IT MUST ALSO BE SEVERE ( MEANING VERY SERIOUS) OR PERVASIVE ( MEANING IT HAPPENED FREQUENTLY). INAPPROPRIATE BEHAVIOR IS ALSO ILLEGAL IF IT RESULTS IN YOUR EMPLOYER MAKING AN EMPLOYMENT DECISION ABOUT YOU, SUCH AS REFUSING TO PROMOTE YOU OR DEMOTING YOU.
IF YOU ARE BEING HARASSED AT WORK, YOU SHOULD TAKE APPROPRIATE STEPS AT AN EARLY STAGE TO PREVENT THE HARASSMENT FROM BECOMING SEVERE OR PERVASIVE. YOU TELL YOUR HARASSER THAT YOU FIND HIS OR HER BEHAVIOR UNWELCOME. IF YOU DON’T FEEL COMFORTABLE CONFRONTING THE HARASSER OR THE HARASSMENT DOES NOT STOP, YOU SHOULD TELL YOUR EMPLOYER ABOUT THE HARASSMENT. YOU ALSO CAN TALK TO YOUR PARENTS, ANOTHER ADULT, OR THE EEOC.
FIND OUT IF YOUR COMPANY HAS A POLICY ON HARASSMENT. THE POLICY SHOULD TELL YOU WHO IN YOUR COMPANY IS RESPONSIBLE FOR HANDLING HARASSMENT ISSUES. IF YOU ARE UNCOMFORTABLE TALKING TO THE DESIGNATED PERSON, YOU SHOULD TALK TO YOUR MANAGER OR ANOTHER MANAGER IN YOUR COMPANY. ONCE YOUR EMPLOYER KNOWS THAT YOU ARE BEING HARASSED, IT HAS A RESPONSIBILITY TO CORRECT THE SITUATION AND PROTECT YOU FROM FURTHER HARASSMENT. IF YOU DO NOT PROMPTLY REPORT WORKPLACE HARASSMENT, IT MAY AFFECT YOUR RIGHTS.
THE LAW PROTECTS YOU FROM BEING HARASSED BY YOUR SUPERVISOR IN ANOTHER AREA, A CO-WORKER AND OTHERS IN YOUR WORKPLACE, SUCH AS A CLIENT OR CUSTOMER. A HARASSER CAN BE THE SAME SEX AS YOU, OR A DIFFERENT SEX.
THE LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE, A RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT SEX DISCRIMINATION, OR TAKES OTHER ACTIONS PROTECTED BY THE LAWS EEOC ENFORCES. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
NATIONAL ORIGIN DISCRIMINATION. THE LAW PROHIBITS AN EMPLOYER FROM TREATING YOU DIFFERENTLY OR LESS FAVORABLY, BECAUSE YOU OR A FRIEND, PARENT, OR SOMEONE ELSE YOU ASSOCIATE WITH COMES FROM A PARTICULAR PLACE, HAS A PARTICULAR ACCENT, OR APPEARS TO HAVE A PARTICULAR ETHNIC BACKGROUND, PERHAPS BECAUSE OF PHYSICAL CHARACTERISTICS OR NAME.
YOU ARE PROTECTED FROM DIFFERENT TREATMENT ON THE BASIS OF YOUR NATIONAL ORIGIN, REGARDLESS OF YOUR NATIONAL ORIGIN. IT DOES NOT MATTER IF YOU ARE MEXICAN, UKRANIAN, FILLIPINO.ARAB, AMERICAN INDIAN OR ANY OTHER NATIONALITY. IT DOES NOT MATTER IF THE ETHNIC GROUP YOU BELONG TO ID LARGE ( SUCH AS HISPANICS) OR SMALL ( SUCH AS KURDS).
THE LAWS PROTECT YOU FROM BEING HARASSED AT WORK BY MANAGERS, CO-WORKER, OR OTHERS IN YOUR WORKPLACE BECAUSE OF YOUR NATIONAL ORIGIN, ACCENT OR ETHNIC BACKGROUND.
THE LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT NATIONAL ORIGIN DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
DISABILITY DISCRIMINATION. THE LAWS PROHIBIT AN EMPLOYER FROM TREATING YOU DIFFERENTLY, OR LESS FAVORABLY, BECAUSE YOU OR A FRIEND, PARENT OR SOMEONE ELSE YOU ASSOCIATE WITH HAS A DISABILITY, HAS A HISTORY OF ONCE HAVING A DISABILITY OR IS TREATED AS HAVING A DISABILITY.
THE LAWS PROHIBIT HARASSMENT AT WORK BY MANAGERS, CO-WORKERS, OR OTHERS IN YOUR WORKPLACE BASED ON A PERSON’S DISABILITY.
THE DISCRIMINATION DISABILITY LAW GIVE YOU THE RIGHT TO REQUEST REASONABLE WORKPLACE CHANGES TO ALLOW YOU TO APPLY FOR A JOB, PERFORM A JOB, HAVE ACCESS TO THE WORKPLACE, OR ENJOY THE SAME BENEFITS AVAILABLE TO OTHER EMPLOYEES. WE CALL THESE REQUESTS FOR “REASONABLE ACCOMMODATION.” ALTHOUGH YOUR EMPLOYER DOES NOT HAVE TO GRANT EVERY REQUEST FOR A WORKPLACE CHANGE,IT IS REQUIRED TO CAREFULLY CONSIDER EACH REQUEST AND WHETHER IT WOULD BE POSSIBLE.
THE LAWS STRICTLY LIMIT WHAT AN EMPLOYER CAN ASK YOU ABOUT YOUR HEALTH AND REQUIRE AN EMPLOYER TO KEEP ANY MEDICAL INFORMATION YOU SHARE PRIVATE.
THE DISCRIMINATION DISABILITY LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT DISABILITY DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
CONGRESS PASSED, THE AMERICANS WITH DISABILITIES ACT AMENDMENTS ACT OF 2008, WHICH MAKES IT EASIER FOR A PERSON TO ESTABLISH THAT HE OR SHE HAS A MEDICAL CONDITION COVERED BY THE LAW.
A PERSON WITH A DISABILITY MUST BE ABLE TO PERFORM THE JOB HE OR SHE IS APPLYING FOR OR CURRENTLY HOLDS, WITH OR WITHOUT REASONABLE ACCOMMODATION.
AGE DISCRIMINATION. AGE DISCRIMINATION INVOLVES TREATING AN APPLICANT OR EMPLOYEE LESS FAVORABLY BECAUSE OF HIS OR HER AGE.
THE AGE DISCRIMINATION IN EMPLOYMENT ACT (ADEA) FORBIDS AGE DISCRIMINATION AGAINST PEOPLE WHO ARE AGE 40 OR OLDER. DISCRIMINATION CAN OCCUR WHEN THE VICTIM AND THE PERSON WHO INFLICTED THE DISCRIMINATION ARE BOTH OVER 40. THE LAW PROHIBITS DISCRIMINATION IN ANY ASPECT OF EMPLOYMENT, INCLUDING HIRING, FIRING, PAY, JOB ASSIGNMENT, PROMOTIONS, LAYOFF, TRAINING, BENEFITS, AND ANY OTHER TERM OR CONDITION OF EMPLOYMENT.
IT IS UNLAWFUL TO HARASS A PERSON BECAUSE OF HIS OR HER AGE. HARASSMENT CAN INCLUDE, FOR EXAMPLE, OFFENSIVE OR DEROGATORY REMARKS ABOUT A PERSON’S AGE. HARASSMENT IS ILLEGAL WHEN IT IS SO FREQUENT OR SEVERE THAT IT CREATES A HOSTILE OR OFFENSIVE WORK ENVIRONMENT OR WHEN IT RESULTS IN AN ADVERSE EMPLOYMENT DECISION ( SUCH AS THE VICTIM BEING FIRED OR DEMOTED) THE HARASSER CAN BE THE VICTIM’S SUPERVISOR, A SUPERVISOR IN ANOTHER AREA, A CO-WORK OR SOMEONE WHO IS NOT AN EMPLOYEE OF THE EMPLOYER, SUCH AS A CLIENT OR CUSTOMER.
AN EMPLOYMENT POLICY OR PRACTICE THAT APPLIES TO EVERYONE, REGARDLESS OF AGE CAN BE ILLEGAL IF IS HAS A NEGATIVE IMPACT ON APPLICANTS OR EMPLOYEES AGE 40 OR OLDER AND IS NOT BASED ON A REASONABLE FACTOR OTHER THAN AGE.
GENETIC INFORMATION. THE LAW PROVIDES A VERY SPECIFIC DEFINITION FOR “ GENETIC INFORMATION.” GENETIC INFORMATION INCLUDES INFORMATION ABOUT YOUR GENETIC TESTS AND THE GENETIC TESTS OF YOUR FAMILY MEMBERS. GENETIC INFORMATION ALSO INCLUDES INFORMATION ABOUT ANY DISEASE, DISORDER, OR CONDITION OF YOUR FAMILY MEMBERS ( YOUR FAMILY MEDICAL HISTORY).
THIS LAW, TITLE ll OF THE GENETIC INFORMATION NONDISCRIMINATION ACT OF 2008. THE LAW PROVIDES YOU WITH FOUR BASIC RIGHTS:
THE LAW PROHIBITS EMPLOYERS FROM TREATING YOU DIFFERENTLY,OR LESS FAVORABLY, BECAUSE OF GENETIC INFORMATION:
1. THE LAW PROHIBITS EMPLOYERS FROM MAKING EMPLOYMENT DECISIONS BECAUSE OF GENETIC INFORMATION.
2. THE LAW PROHIBITS EMPLOYERS, CO-WORKERS, OR OTHER PEOPLE IN THE WORKPLACE FROM HARASSING YOU BECAUSE OF GENETIC INFORMATION.
3. THE LAW RESTRICTS EMPLOYERS FROM REQUESTING, REQUIRING OR PURCHASING GENETIC INFORMATION.
4. THE LAW REQUIRES THAT EMPLOYERS KEEP GENETIC INFORMATION CONFIDENTIAL. IT IMPOSES STRICT LIMITS ON WHEN AND TO WHOM EMPLOYERS MAY DISCLOSE GENETIC INFORMATION.
THE GENETIC INFORMATION DISCRIMINATION LAW PROTECTS YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT GENETIC INFORMATION DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
PREGNANCY DISCRIMINATION. THE LAWS PROHIBIT AN EMPLOYER FROM TREATING WOMEN DIFFERENTLY, OR LESS FAVORABLY, BECAUSE OF PREGNANCY, CHILDBIRTH, OR RELATED MEDICAL CONDITIONS. EMPLOYERS MUST TREAT WOMEN TEMPORARILY UNABLE TO PERFORM THEIR JOB DUE TO PREGNANCY, CHILDBIRTH, OR RELATED MEDICAL CONDITION THE SAME AS ANY OTHER TEMPORARILY DISABLED EMPLOYEES.
THE PREGNANCY DISCRIMINATION LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE RELATIVE OR CLOSE FRIEND) COMPLAINS
ABOUT PREGNANCY DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
RETALIATION. THE LAWS PROTECT YOU FROM BEING PUNISHED, TREATED DIFFERENTLY, OR HARASSED AT WORK BECAUSE YOU OR A FRIEND, PARENT OR SOMEONE ELSE YOU CLOSELY ASSOCIATE WITH FILES A JOB DISCRIMINATION COMPLAINT WITH EEOC OR REPORTS DISCRIMINATION TO OTHERS. THESE LAWS PROTECT YOU WHETHER YOU ARE COMPLAINING ABOUT DISCRIMINATION DIRECTED AT YOU OR DISCRIMINATION DIRECTED AT OTHERS. THESE LAWS ALSO PROTECT YOU FROM BEING PUNISHED, TREATED DIFFERENTLY OR HARASSED AT WORK BECAUSE YOU HELP SOMEONE ELSE REPORT JOB DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
WHEN YOU FILE A JOB DISCRIMINATION COMPLAINT WITH THE EEOC OR OTHERWISE PARTICIPATE IN AN EEOC INVESTIGATION OR LAWSUIT, YOU ARE PROTECTED AGAINST RETALIATION REGARDLESS OF THE VALIDITY OR REASONABLENESS OF THE ORIGINAL ALLEGATION OF DISCRIMINATION. THIS PROTECTION APPLIES TO ANYONE WHO PARTICIPATES IN A JOB DISCRIMINATION PROCEEDING, INCLUDING ANYONE WHO FILES AN EEOC COMPLAINT OR LAWSUIT, TALKS TO THE EEOC, OR SERVES AS A WITNESS.
YOU ARE PROTECTED FROM RETALIATION
WHEN REPORTING TO SOMEONE OTHER THAN EEOC, SLIGHTLY DIFFERENT RULES APPLY.
TO BE PROTECTED FROM RETALIATION IN THIS SITUATION, YOU MUST HAVE A REASONABLE AND GOOD FAITH BELIEF THAT THE PRACTICE YOU ARE COMPLAINING ABOUT IS ILLEGAL AND YOU MUST OPPOSE THE PRACTICE IN A REASONABLE MANNER. IT ALSO MUST BE REASONABLY CLEAR THAT YOU ARE COMPLAINING ABOUT ILLEGAL JOB DISCRIMINATION. IF YOUR COMPLAINT MEETS ALL THESE CRITERIA, YOUR EMPLOYER MAY NOT RETALIATE AGAINST YOU, EVEN IF YOU WERE MISTAKEN ABOUT THE UNLAWFULNESS OF THE CHALLENGED JOB PRACTICE.
ALTHOUGH YOU ARE PROTECTED FROM RETALIATION, YOU ARE NOT EXCUSED FROM CONTINUING TO PERFORM YOUR JOB OR FOLLOW YOUR COMPANY’S LEGITIMATE RULES JUST BECAUSE YOU FILE A COMPLAINT WITH EEOC OR REPORT DISCRIMINATION TO OTHERS. YOUR EMPLOYER HAS A RIGHT TO EXPECT YOU TO CONTINUE TO FULFILL YOUR JOB RESPONSIBILITIES.
HUMAN TRAFFICKING. HUMAN TRAFFICKING IS A CRIME THAT INVOLVES FORCING, PRESSURING, OR TRICKING SOMEONE TO WORK OR TO DO SEX ACTS FOR SOMETHING OF VALUE, LIKE MONEY, FOOD, OR HOUSING. IT IS ALSO ILLEGAL TO LET SOMEONE UNDER 18 DO SEX ACTS FOR MONEY OR SOMETHING ELSE OF VALUE AS PART OF A JOB, EVEN IF THE PERSON ISN’T FORCED, PRESSURED OR TRICKED.
YOU HAVE RIGHTS AT WORK. YOU SHOULD NOT BE FORCED OR TRICKED TO TAKE A JOB OR STAY AT A JOB. YOU SHOULD NOT BE EXPECTED, REQUIRED, OR FORCED TO HAVE SEX OR DO SEX ACTS FOR MONEY AS PART OF YOUR JOB. THESE ARE SOME EXAMPLES OF HUMAN TRAFFICKING. EEOC HUMAN TRAFFICKING WEBSITE. https://www.eeoc.gov/human-trafficking NATIONAL HUMAN TRAFFICKING HOTLINE WEBSITE: https://humantraffickinghotline.org
EMPLOYMENT DISCRIMINATION COMPLAINTS:
STATE EMPLOYMENT DISCRIMINATION COMPLAINTS.
LOUISIANA COMMISSION ON HUMAN RIGHTS (LCHR) HANDLES EMPLOYMENT DISCRIMINATION COMPLAINTS AND PUBLIC ACCOMMODATIONS DISCRIMINATION COMPLAINTS ( 225)342-6969
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)
EEOC NEW ORLEANS FIELD OFFICE
https://www.eeoc.gov/field -office/neworleans PHONE: 1-800-669-40000 FAX: 504 595-2884
1-800-669-6820 (TTY)
DATE COMPILED: 2/3/2024 SECTION 3
KNOW YOUR EMPLOYMENT RIGHTS!
YOUR EMPLOYER CANNOT MAKE JOB DECISIONS BECAUSE OF YOUR RACE/COLOR.
RACE/COLOR DISCRIMINATION. THE EMPLOYMENT LAWS PROHIBIT AN EMPLOYER FROM TREATING YOU DIFFERENTLY, OR LESS FAVORABLY BECAUSE OF PERSONAL TRAITS, SUCH AS HAIR TEXTURE, COLOR OR CERTAIN FACIAL FEATURES, ASSOCIATED WITH A PARTICULAR RACE OR BECAUSE YOU OR A FRIEND, PARENT OR SOMEONE ELSE YOU ASSOCIATE WITH IS OF A PARTICULAR RACE OR COLOR.
ALL RACES, INCLUDING WHITES, BLACKS, ASIANS, PACIFIC ISLANDERS, NATIVE AMERICANS AND NATIVE ALASKANS, ARE PROTECTED FROM RICIAL DISCRIMINATION. BI-RACIAL AND MULTI-RACIAL INDIVIDUALS ALSO ARE PROTECTED FROM DISCRIMINATION ON THE BASIS OF RACE.
THE LAWS ALSO PROTECT YOU FROM BEING HARASSED AT WORK BY MANAGERS, CO-WORKERS, OR OTHERS IN YOUR WORKPLACE BECAUSE OF YOUR RACE OR COLOR.
THE LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE OF SOMEONE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH COMPLAINS ABOUT RACE DISCRIMINATION. THIS IS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
RELIGIOUS DISCRIMINATION. THE LAW PROHIBITS AN EMPLOYER FROM TREATING YOU DIFFERENTLY, OR LESS FAVORABLY BECAUSE YOU OR A FRIEND, PARENT, OR SOMEONE ELSE YOU ASSOCIATE WITH HOLDS A PARTICULAR RELIGIOUS BELIEF ( OR NON-BELIEF). THE LAW PROTECTS ALL SINCERELY HELD RELIGIOUS BELIEFS. IT DOES NOT MATTER IF YOU HOLD THE BELIEFS OF A TRADITIONAL ORGANIZED RELIGION, SUCH AS BUDDHISM, CHRISTIANITY, OR JUDAISM, OR IF YOU HOLD WHAT OTHERS CONSIDER NONTRADITIONAL BELIEFS, SUCH
AS WICCA AND RASTAFARIANISM. NON-BELIEVERS ALSO ARE PROTECTED FROM RELIGIOUS DISCRIMINATION.
SEX DISCRIMINATION. TWO LAWS PROTECT YOU FROM SEX DISCRIMINATION AT WORK (INCLUDING WHEN YOU APPLY FOR A JOB):
· TITLE Vll OF THE CIVIL RIGHTS ACT PROHIBITS AN EMPLOYER FROM TREATING YOU DIFFERENTLY OR LESS FAVORABLY, BECAUSE OF YOUR SEX, WHICH IS DEFINED TO INCLUDE PREGNANCY, SEXUAL ORIENTATION AND GENDER IDENTITY. THIS LAW ALSO PROHIBITS EMPLOYMENT DECISIONS BASED ON STEREOTYPES ( UNFAIR OR UNTRUE BELIEFS ABOUT ABILITIES AND TRAITS ASSOCIATED WITH GENDER. IN ADDITION, TITLE Vll PROHIBITS EMPLOYMENT BASED ON GENDER IDENTITY OR SEXUAL ORIENTATION. THESE LAWS APPLY EVEN IF STATE OR LOCAL LAWS TAKE A DIFFERENT POSITION. EVERYONE, REGARDLESS OF GENDER, IS PROTECTED FROM SEX DISCRIMINATION UNDER TITLE Vll.
THE EQUAL PAY ACT. THE EQUAL PAY ACT REQUIRES EMPLOYERS TO GIVE MALE AND FEMALE EMPLOYEES EQUAL PAY FOR EQUAL WORK. THIS MEANS THAT EMPLOYERS HAVE TO PAY MEN AND WOMEN EQUALLY FOR DOING SUBSTANTIALLY THE SAME WORK AT THE SAME WORKPLACE. ALL FORMS OF PAY ARE COVERED BY THESE LAWS, INCLUDING SALARY, OVERTIME PAY, BONUSES, VACATION AND HOLIDAY PAY, INSURANCE, USE OF COMPANY VEHICLES AND BENEFITS. PROHIBITS PAY DISCRIMINATION BASED ON RACE, COLOR, RELIGION, SEX, ( INCLUDING PREGNANCY, GENDER IDENTITY AND SEXUAL ORIENTATION), NATIONAL ORIGIN, AGE (40 OR OLDER), DISABILITY OR GENETIC INFORMATION.
SEX HARRASSMENT. THE LAW PROHIBITS SEX HARASSMENT AT WORK. SEX HARASSMENT INCLUDES CONDUCT THAT IS SEXUAL IN NATURE, SUCH AS SEXUAL JOKES, PHOTOS, OR TOUCHING, OR REQUESTS FOR SEXUAL FAVORS, AND NON-SEXUAL CONDUCT THAT IS BASED ON GENDER, SUCH AS COMMENTS THAT MEN OR WOMEN BELONG IN CERTAIN JOBS, OR COMMENTS QUESTIONING MEN’S OR WOMEN’S SKILLS OR ABILITIES. HARASSMENT BASED ON SEXUAL ORIENTATION, PREGNANCY, OR GENDER IDENTITY IS ALSO PROHIBITD.
SEXUAL ORIENTATION AND GENDER IDENTITY DISCRIMINATION. THE LAWS FORBIDS DISCRIMINATION WHEN IT COMES TO ANY ASPECT OF EMPLOYMENT, INCLUDING HIRING, FIRING, PAY, JOB ASSIGNMENTS, PROMOTIONS, LAYOFF, TRAINING, FRINGE BENEFITS AND ANY OTHER TERM OR CONDITION OF EMPLOYMENT.
HARASSMENT. THE LAW PROHIBITS WORKPLACE HARASSMENT BECAUSE OF RACE, COLOR, NATIONAL ORIGIN, SEX ( INCLUDING PREGNANCY, GENDER IDENTITY,AND SEXUAL ORIENTATION, RELIGION, DISABILITY, AGE (AGE 40 AND OLDER), OR GENETIC INFORMATION. THE LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE, A RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT HARASSMENT DISCRIMINATION, OR TAKE OTHER ACTIONS PROTECTED BY THE LAWS EEOC ENFORCES. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION
HARASSMENT CAN TAKE MANY DIFFERENT FORMS. IT CAN INVOLVE VERBAL, PHYSICAL OR VISUAL CONDUCT AND CAN OCCUR ON OR OFF THE WORK SITE. THE HARASSER CAN BE YOUR MANAGER, OR MANAGER IN ANOTHER AREA, A CO-WORKER, OR OTHERS IN YOUR WORKPLACE, SUCH AS CLIENTS OR CUSTOMERS.
IN GENERAL, TEASING, CASUAL COMMENTS, OR SINGLE INSTANCES OF INAPPROPRIATE CONDUCT ARE NOT ILLEGAL. FOR INAPPROPRIATE BEHAVIOR TO RISE TO THE LEVEL OF ILLEGAL HARASSMENT,IT MUST
BE UNWELCOME OR UNWANTED. IT MUST ALSO BE SEVERE ( MEANING VERY SERIOUS) OR PERVASIVE ( MEANING IT HAPPENED FREQUENTLY). INAPPROPRIATE BEHAVIOR IS ALSO ILLEGAL IF IT RESULTS IN YOUR EMPLOYER MAKING AN EMPLOYMENT DECISION ABOUT YOU, SUCH AS REFUSING TO PROMOTE YOU OR DEMOTING YOU.
IF YOU ARE BEING HARASSED AT WORK, YOU SHOULD TAKE APPROPRIATE STEPS AT AN EARLY STAGE TO PREVENT THE HARASSMENT FROM BECOMING SEVERE OR PERVASIVE. YOU TELL YOUR HARASSER THAT YOU FIND HIS OR HER BEHAVIOR UNWELCOME. IF YOU DON’T FEEL COMFORTABLE CONFRONTING THE HARASSER OR THE HARASSMENT DOES NOT STOP, YOU SHOULD TELL YOUR EMPLOYER ABOUT THE HARASSMENT. YOU ALSO CAN TALK TO YOUR PARENTS, ANOTHER ADULT, OR THE EEOC.
FIND OUT IF YOUR COMPANY HAS A POLICY ON HARASSMENT. THE POLICY SHOULD TELL YOU WHO IN YOUR COMPANY IS RESPONSIBLE FOR HANDLING HARASSMENT ISSUES. IF YOU ARE UNCOMFORTABLE TALKING TO THE DESIGNATED PERSON, YOU SHOULD TALK TO YOUR MANAGER OR ANOTHER MANAGER IN YOUR COMPANY. ONCE YOUR EMPLOYER KNOWS THAT YOU ARE BEING HARASSED, IT HAS A RESPONSIBILITY TO CORRECT THE SITUATION AND PROTECT YOU FROM FURTHER HARASSMENT. IF YOU DO NOT PROMPTLY REPORT WORKPLACE HARASSMENT, IT MAY AFFECT YOUR RIGHTS.
THE LAW PROTECTS YOU FROM BEING HARASSED BY YOUR SUPERVISOR IN ANOTHER AREA, A CO-WORKER AND OTHERS IN YOUR WORKPLACE, SUCH AS A CLIENT OR CUSTOMER. A HARASSER CAN BE THE SAME SEX AS YOU, OR A DIFFERENT SEX.
THE LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE, A RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT SEX DISCRIMINATION, OR TAKES OTHER ACTIONS PROTECTED BY THE LAWS EEOC ENFORCES. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
NATIONAL ORIGIN DISCRIMINATION. THE LAW PROHIBITS AN EMPLOYER FROM TREATING YOU DIFFERENTLY OR LESS FAVORABLY, BECAUSE YOU OR A FRIEND, PARENT, OR SOMEONE ELSE YOU ASSOCIATE WITH COMES FROM A PARTICULAR PLACE, HAS A PARTICULAR ACCENT, OR APPEARS TO HAVE A PARTICULAR ETHNIC BACKGROUND, PERHAPS BECAUSE OF PHYSICAL CHARACTERISTICS OR NAME.
YOU ARE PROTECTED FROM DIFFERENT TREATMENT ON THE BASIS OF YOUR NATIONAL ORIGIN, REGARDLESS OF YOUR NATIONAL ORIGIN. IT DOES NOT MATTER IF YOU ARE MEXICAN, UKRANIAN, FILLIPINO.ARAB, AMERICAN INDIAN OR ANY OTHER NATIONALITY. IT DOES NOT MATTER IF THE ETHNIC GROUP YOU BELONG TO ID LARGE ( SUCH AS HISPANICS) OR SMALL ( SUCH AS KURDS).
THE LAWS PROTECT YOU FROM BEING HARASSED AT WORK BY MANAGERS, CO-WORKER, OR OTHERS IN YOUR WORKPLACE BECAUSE OF YOUR NATIONAL ORIGIN, ACCENT OR ETHNIC BACKGROUND.
THE LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT NATIONAL ORIGIN DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
DISABILITY DISCRIMINATION. THE LAWS PROHIBIT AN EMPLOYER FROM TREATING YOU DIFFERENTLY, OR LESS FAVORABLY, BECAUSE YOU OR A FRIEND, PARENT OR SOMEONE ELSE YOU ASSOCIATE WITH HAS A DISABILITY, HAS A HISTORY OF ONCE HAVING A DISABILITY OR IS TREATED AS HAVING A DISABILITY.
THE LAWS PROHIBIT HARASSMENT AT WORK BY MANAGERS, CO-WORKERS, OR OTHERS IN YOUR WORKPLACE BASED ON A PERSON’S DISABILITY.
THE DISCRIMINATION DISABILITY LAW GIVE YOU THE RIGHT TO REQUEST REASONABLE WORKPLACE CHANGES TO ALLOW YOU TO APPLY FOR A JOB, PERFORM A JOB, HAVE ACCESS TO THE WORKPLACE, OR ENJOY THE SAME BENEFITS AVAILABLE TO OTHER EMPLOYEES. WE CALL THESE REQUESTS FOR “REASONABLE ACCOMMODATION.” ALTHOUGH YOUR EMPLOYER DOES NOT HAVE TO GRANT EVERY REQUEST FOR A WORKPLACE CHANGE,IT IS REQUIRED TO CAREFULLY CONSIDER EACH REQUEST AND WHETHER IT WOULD BE POSSIBLE.
THE LAWS STRICTLY LIMIT WHAT AN EMPLOYER CAN ASK YOU ABOUT YOUR HEALTH AND REQUIRE AN EMPLOYER TO KEEP ANY MEDICAL INFORMATION YOU SHARE PRIVATE.
THE DISCRIMINATION DISABILITY LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT DISABILITY DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
CONGRESS PASSED, THE AMERICANS WITH DISABILITIES ACT AMENDMENTS ACT OF 2008, WHICH MAKES IT EASIER FOR A PERSON TO ESTABLISH THAT HE OR SHE HAS A MEDICAL CONDITION COVERED BY THE LAW.
A PERSON WITH A DISABILITY MUST BE ABLE TO PERFORM THE JOB HE OR SHE IS APPLYING FOR OR CURRENTLY HOLDS, WITH OR WITHOUT REASONABLE ACCOMMODATION.
AGE DISCRIMINATION. AGE DISCRIMINATION INVOLVES TREATING AN APPLICANT OR EMPLOYEE LESS FAVORABLY BECAUSE OF HIS OR HER AGE.
THE AGE DISCRIMINATION IN EMPLOYMENT ACT (ADEA) FORBIDS AGE DISCRIMINATION AGAINST PEOPLE WHO ARE AGE 40 OR OLDER. DISCRIMINATION CAN OCCUR WHEN THE VICTIM AND THE PERSON WHO INFLICTED THE DISCRIMINATION ARE BOTH OVER 40. THE LAW PROHIBITS DISCRIMINATION IN ANY ASPECT OF EMPLOYMENT, INCLUDING HIRING, FIRING, PAY, JOB ASSIGNMENT, PROMOTIONS, LAYOFF, TRAINING, BENEFITS, AND ANY OTHER TERM OR CONDITION OF EMPLOYMENT.
IT IS UNLAWFUL TO HARASS A PERSON BECAUSE OF HIS OR HER AGE. HARASSMENT CAN INCLUDE, FOR EXAMPLE, OFFENSIVE OR DEROGATORY REMARKS ABOUT A PERSON’S AGE. HARASSMENT IS ILLEGAL WHEN IT IS SO FREQUENT OR SEVERE THAT IT CREATES A HOSTILE OR OFFENSIVE WORK ENVIRONMENT OR WHEN IT RESULTS IN AN ADVERSE EMPLOYMENT DECISION ( SUCH AS THE VICTIM BEING FIRED OR DEMOTED) THE HARASSER CAN BE THE VICTIM’S SUPERVISOR, A SUPERVISOR IN ANOTHER AREA, A CO-WORK OR SOMEONE WHO IS NOT AN EMPLOYEE OF THE EMPLOYER, SUCH AS A CLIENT OR CUSTOMER.
AN EMPLOYMENT POLICY OR PRACTICE THAT APPLIES TO EVERYONE, REGARDLESS OF AGE CAN BE ILLEGAL IF IS HAS A NEGATIVE IMPACT ON APPLICANTS OR EMPLOYEES AGE 40 OR OLDER AND IS NOT BASED ON A REASONABLE FACTOR OTHER THAN AGE.
GENETIC INFORMATION. THE LAW PROVIDES A VERY SPECIFIC DEFINITION FOR “ GENETIC INFORMATION.” GENETIC INFORMATION INCLUDES INFORMATION ABOUT YOUR GENETIC TESTS AND THE GENETIC TESTS OF YOUR FAMILY MEMBERS. GENETIC INFORMATION ALSO INCLUDES INFORMATION ABOUT ANY DISEASE, DISORDER, OR CONDITION OF YOUR FAMILY MEMBERS ( YOUR FAMILY MEDICAL HISTORY).
THIS LAW, TITLE ll OF THE GENETIC INFORMATION NONDISCRIMINATION ACT OF 2008. THE LAW PROVIDES YOU WITH FOUR BASIC RIGHTS:
THE LAW PROHIBITS EMPLOYERS FROM TREATING YOU DIFFERENTLY,OR LESS FAVORABLY, BECAUSE OF GENETIC INFORMATION:
1. THE LAW PROHIBITS EMPLOYERS FROM MAKING EMPLOYMENT DECISIONS BECAUSE OF GENETIC INFORMATION.
2. THE LAW PROHIBITS EMPLOYERS, CO-WORKERS, OR OTHER PEOPLE IN THE WORKPLACE FROM HARASSING YOU BECAUSE OF GENETIC INFORMATION.
3. THE LAW RESTRICTS EMPLOYERS FROM REQUESTING, REQUIRING OR PURCHASING GENETIC INFORMATION.
4. THE LAW REQUIRES THAT EMPLOYERS KEEP GENETIC INFORMATION CONFIDENTIAL. IT IMPOSES STRICT LIMITS ON WHEN AND TO WHOM EMPLOYERS MAY DISCLOSE GENETIC INFORMATION.
THE GENETIC INFORMATION DISCRIMINATION LAW PROTECTS YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE RELATIVE OR CLOSE FRIEND) COMPLAINS ABOUT GENETIC INFORMATION DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
PREGNANCY DISCRIMINATION. THE LAWS PROHIBIT AN EMPLOYER FROM TREATING WOMEN DIFFERENTLY, OR LESS FAVORABLY, BECAUSE OF PREGNANCY, CHILDBIRTH, OR RELATED MEDICAL CONDITIONS. EMPLOYERS MUST TREAT WOMEN TEMPORARILY UNABLE TO PERFORM THEIR JOB DUE TO PREGNANCY, CHILDBIRTH, OR RELATED MEDICAL CONDITION THE SAME AS ANY OTHER TEMPORARILY DISABLED EMPLOYEES.
THE PREGNANCY DISCRIMINATION LAWS PROTECT YOU FROM BEING PUNISHED OR HARASSED AT WORK BECAUSE YOU OR SOMEONE YOU CLOSELY ASSOCIATE WITH ( FOR EXAMPLE RELATIVE OR CLOSE FRIEND) COMPLAINS
ABOUT PREGNANCY DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
RETALIATION. THE LAWS PROTECT YOU FROM BEING PUNISHED, TREATED DIFFERENTLY, OR HARASSED AT WORK BECAUSE YOU OR A FRIEND, PARENT OR SOMEONE ELSE YOU CLOSELY ASSOCIATE WITH FILES A JOB DISCRIMINATION COMPLAINT WITH EEOC OR REPORTS DISCRIMINATION TO OTHERS. THESE LAWS PROTECT YOU WHETHER YOU ARE COMPLAINING ABOUT DISCRIMINATION DIRECTED AT YOU OR DISCRIMINATION DIRECTED AT OTHERS. THESE LAWS ALSO PROTECT YOU FROM BEING PUNISHED, TREATED DIFFERENTLY OR HARASSED AT WORK BECAUSE YOU HELP SOMEONE ELSE REPORT JOB DISCRIMINATION. WE CALL THIS YOUR RIGHT TO BE PROTECTED FROM RETALIATION.
WHEN YOU FILE A JOB DISCRIMINATION COMPLAINT WITH THE EEOC OR OTHERWISE PARTICIPATE IN AN EEOC INVESTIGATION OR LAWSUIT, YOU ARE PROTECTED AGAINST RETALIATION REGARDLESS OF THE VALIDITY OR REASONABLENESS OF THE ORIGINAL ALLEGATION OF DISCRIMINATION. THIS PROTECTION APPLIES TO ANYONE WHO PARTICIPATES IN A JOB DISCRIMINATION PROCEEDING, INCLUDING ANYONE WHO FILES AN EEOC COMPLAINT OR LAWSUIT, TALKS TO THE EEOC, OR SERVES AS A WITNESS.
YOU ARE PROTECTED FROM RETALIATION
WHEN REPORTING TO SOMEONE OTHER THAN EEOC, SLIGHTLY DIFFERENT RULES APPLY.
TO BE PROTECTED FROM RETALIATION IN THIS SITUATION, YOU MUST HAVE A REASONABLE AND GOOD FAITH BELIEF THAT THE PRACTICE YOU ARE COMPLAINING ABOUT IS ILLEGAL AND YOU MUST OPPOSE THE PRACTICE IN A REASONABLE MANNER. IT ALSO MUST BE REASONABLY CLEAR THAT YOU ARE COMPLAINING ABOUT ILLEGAL JOB DISCRIMINATION. IF YOUR COMPLAINT MEETS ALL THESE CRITERIA, YOUR EMPLOYER MAY NOT RETALIATE AGAINST YOU, EVEN IF YOU WERE MISTAKEN ABOUT THE UNLAWFULNESS OF THE CHALLENGED JOB PRACTICE.
ALTHOUGH YOU ARE PROTECTED FROM RETALIATION, YOU ARE NOT EXCUSED FROM CONTINUING TO PERFORM YOUR JOB OR FOLLOW YOUR COMPANY’S LEGITIMATE RULES JUST BECAUSE YOU FILE A COMPLAINT WITH EEOC OR REPORT DISCRIMINATION TO OTHERS. YOUR EMPLOYER HAS A RIGHT TO EXPECT YOU TO CONTINUE TO FULFILL YOUR JOB RESPONSIBILITIES.
HUMAN TRAFFICKING. HUMAN TRAFFICKING IS A CRIME THAT INVOLVES FORCING, PRESSURING, OR TRICKING SOMEONE TO WORK OR TO DO SEX ACTS FOR SOMETHING OF VALUE, LIKE MONEY, FOOD, OR HOUSING. IT IS ALSO ILLEGAL TO LET SOMEONE UNDER 18 DO SEX ACTS FOR MONEY OR SOMETHING ELSE OF VALUE AS PART OF A JOB, EVEN IF THE PERSON ISN’T FORCED, PRESSURED OR TRICKED.
YOU HAVE RIGHTS AT WORK. YOU SHOULD NOT BE FORCED OR TRICKED TO TAKE A JOB OR STAY AT A JOB. YOU SHOULD NOT BE EXPECTED, REQUIRED, OR FORCED TO HAVE SEX OR DO SEX ACTS FOR MONEY AS PART OF YOUR JOB. THESE ARE SOME EXAMPLES OF HUMAN TRAFFICKING. EEOC HUMAN TRAFFICKING WEBSITE. https://www.eeoc.gov/human-trafficking NATIONAL HUMAN TRAFFICKING HOTLINE WEBSITE: https://humantraffickinghotline.org
EMPLOYMENT DISCRIMINATION COMPLAINTS:
STATE EMPLOYMENT DISCRIMINATION COMPLAINTS.
LOUISIANA COMMISSION ON HUMAN RIGHTS (LCHR) HANDLES EMPLOYMENT DISCRIMINATION COMPLAINTS AND PUBLIC ACCOMMODATIONS DISCRIMINATION COMPLAINTS ( 225)342-6969
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION (EEOC)
EEOC NEW ORLEANS FIELD OFFICE
https://www.eeoc.gov/field -office/neworleans PHONE: 1-800-669-40000 FAX: 504 595-2884
1-800-669-6820 (TTY)
DATE COMPILED: 2/3/2024 SECTION 3
ONLINE EMPLOYMENT, PUBLIC ACCOMMODATIONS & FAIR HOUSING DISCRIMINATION COMPLAINTS CONSULTATION.
