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There are many benefits in abiding by the anti-discrimination laws such as helping to increase productivity and attendance. Merely by treating people equally with respect and dignity it can help tremendously in promoting a successful business. We should judge our employees by their individual performance and not by what church they go to, where they came from, if their skin is a different color than ours, if they are older, or if they have a disability.
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.
Racial discrimination becomes harder to define since there can be so many variables involved in the law. Just to begin with a white spouse could be discriminated against for being married to their black partner, or vice versa. Another form of race discrimination could be if an employer took negative action against someone for being affiliated with a group just because that group was known to cater to certain races of people. In addition, if an employer develops work practices that are not necessary that have more of an impact on a certain race than others, it may be considered discrimination.
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.
Religion falls under the same anti-discrimination laws. If a person is believed to be of a certain religion, even if they are not, another can discriminate against them if that person thinks that they are. It might be as simple as the person watched them going into a church and because of that they started treating them negatively. Yes it is as simple as that sometimes.
An individual that is unfairly treated because of the country or area they are from, their ethnicity, or if they have an accent, is referred to as national origin discrimination. Identical to the other forms of discrimination, whether they are actually from that country or area isn't important. It matters only that someone believes they are from that country.
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.
Racial discrimination becomes harder to define since there can be so many variables involved in the law. Just to begin with a white spouse could be discriminated against for being married to their black partner, or vice versa. Another form of race discrimination could be if an employer took negative action against someone for being affiliated with a group just because that group was known to cater to certain races of people. In addition, if an employer develops work practices that are not necessary that have more of an impact on a certain race than others, it may be considered discrimination.
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.
Religion falls under the same anti-discrimination laws. If a person is believed to be of a certain religion, even if they are not, another can discriminate against them if that person thinks that they are. It might be as simple as the person watched them going into a church and because of that they started treating them negatively. Yes it is as simple as that sometimes.
An individual that is unfairly treated because of the country or area they are from, their ethnicity, or if they have an accent, is referred to as national origin discrimination. Identical to the other forms of discrimination, whether they are actually from that country or area isn't important. It matters only that someone believes they are from that country.
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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