Anti-discrimination laws help businesses increase attendance and productivity by creating an environment that people feel safe in. It seems so simple at times, but just treating people fairly no matter how different they may be from us can help you stay successful. Instead of judging someone based on their age, religion, race, color, disability, national origin or any other differences they may have we should judge them only based on their actual work performance.
Let's first examine what age discrimination is and what we can do to stop it from occurring in our workplace. Believe it or not anyone forty or over is protected by the Age Discrimination in Employment Act (ADEA). This act was developed to protect older individuals from being treated unfairly by businesses in any aspect of their employment, such as, pay, being hired, being terminated, type of job assignments, promotions, layoffs, training opportunities, fringe benefits, or any other condition of employment.
Trying to define racial discrimination specifically can be a more difficult since the law can be interrupted in various ways. For example, if a spouse from a particular race is married to someone else from another race they can still be discriminated against just for being married to them. Another example of how someone could be discriminated against would be if an individual was associated with a group whose members were primarily of a specific race. There can also be the possibility of discrimination if an employer implements work policies that are unnecessary and that only seem to affect individuals of a certain race.
Someone's skin color is also protected by anti-discrimination laws. The interesting thing is that discrimination can take place even if the person is of the same skin color as the other person. Color discrimination is typically referring to how light or dark a person's skin color is; however, it is not defined clearly.
When it comes to religion it also falls under the same anti-discrimination laws. It really doesn't matter if a person is of a specific religion or not, it only matters if the person that is discriminating against them thinks they are. For instances, a person may observe another person leaving a religious facility and because of that they start taking adverse actions. It can happen that easily.
Someone treated unfairly because of the area or country they are from, their ethnicity, or whether or not they have an accent, is considered national origin discrimination. Whether the person being discriminated against is actually from that area or not doesn't matter. What makes it discrimination is whether the person believes they are from that country or area.
Protecting your business from the various anti-discrimination laws is difficult, but can be accomplished by conducting a variety of on-going training classes that start from day one an employee is hired. These training classes should have new hire training and then annually thereafter, along with an employee policy manual. Each training class should consist of a detailed lesson plan and perhaps a short exam showing they understood the subject matter. Do not try to complicate your employee policy manual. The key to your policy manual is to make sure your discrimination policy is covered, plus the consequences in the event someone does not adhere to it. More important than anything else is that you should be documenting any and all training that takes place, and that you have your employees sign for their copy of your employee policy manual.
Let's first examine what age discrimination is and what we can do to stop it from occurring in our workplace. Believe it or not anyone forty or over is protected by the Age Discrimination in Employment Act (ADEA). This act was developed to protect older individuals from being treated unfairly by businesses in any aspect of their employment, such as, pay, being hired, being terminated, type of job assignments, promotions, layoffs, training opportunities, fringe benefits, or any other condition of employment.
Trying to define racial discrimination specifically can be a more difficult since the law can be interrupted in various ways. For example, if a spouse from a particular race is married to someone else from another race they can still be discriminated against just for being married to them. Another example of how someone could be discriminated against would be if an individual was associated with a group whose members were primarily of a specific race. There can also be the possibility of discrimination if an employer implements work policies that are unnecessary and that only seem to affect individuals of a certain race.
Someone's skin color is also protected by anti-discrimination laws. The interesting thing is that discrimination can take place even if the person is of the same skin color as the other person. Color discrimination is typically referring to how light or dark a person's skin color is; however, it is not defined clearly.
When it comes to religion it also falls under the same anti-discrimination laws. It really doesn't matter if a person is of a specific religion or not, it only matters if the person that is discriminating against them thinks they are. For instances, a person may observe another person leaving a religious facility and because of that they start taking adverse actions. It can happen that easily.
Someone treated unfairly because of the area or country they are from, their ethnicity, or whether or not they have an accent, is considered national origin discrimination. Whether the person being discriminated against is actually from that area or not doesn't matter. What makes it discrimination is whether the person believes they are from that country or area.
Protecting your business from the various anti-discrimination laws is difficult, but can be accomplished by conducting a variety of on-going training classes that start from day one an employee is hired. These training classes should have new hire training and then annually thereafter, along with an employee policy manual. Each training class should consist of a detailed lesson plan and perhaps a short exam showing they understood the subject matter. Do not try to complicate your employee policy manual. The key to your policy manual is to make sure your discrimination policy is covered, plus the consequences in the event someone does not adhere to it. More important than anything else is that you should be documenting any and all training that takes place, and that you have your employees sign for their copy of your employee policy manual.
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