Federal Laws Prohibiting Job Discrimination. 2007 EEOC Statistics 83,148 Charges Filed $251 Million Recovered. What Are the Federal Laws Prohibiting Job Discrimination?.
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2007 EEOC Statistics83,148 Charges Filed$251 Million Recovered
Job requirements must be uniformly and consistently applied to persons of all races and colors.
An employer cannot refuse to hire a pregnant woman because of her pregnancy, because of a pregnancy related condition or because of the prejudices of co-workers, clients or customers.
Title VII prohibits recruitment and hiring decisions based on national origin.
Employers may not treat applicants less favorably because of their religious beliefs or practices – except to the extent that a religious accommodation is warranted.
The ADEA generally makes it unlawful to include age preferences, limitations, or specifications in job notices or advertisements. A job notice or advertisement may specify an age limit only in the rare circumstance where age is shown to be a “bona fide occupational qualification” (BFOQ) reasonably necessary to the normal operation of the business.
Employers may not ask job applicants about the existence, nature, or severity of a disability. Applicants may be asked about their ability to perform specific job functions. A job offer may be conditioned on the results of a medical examination, but only if the examination is required for all entering employees in similar jobs. Medical examinations of employees must be job related and consistent with the employer’s business needs.