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.
The color of someone's skin is also protected by anti-discrimination laws. Even if someone is of the same color skin as someone else, it can still be considered discrimination. Unfortunately, the law doesn't clearly spell out what color discrimination is only that it is based on the darkness or lightness of an individual's skin.
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.
The best way to protect your company from anti-discrimination laws is to insure your employees receive ongoing training from the moment they are hired. This should include an employee handbook, new hire orientation, and annual training thereafter. This training should not be taken lightly. In fact, it should include a well written lesson plan and some type of test proving they understand what they were taught. The employee handbook does not have to be complicated or long winded. It should provide the necessary information on your discrimination policy and the consequences if they do not follow it. In all cases make sure you document all training and have them sign for the employee handbook.
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.
The color of someone's skin is also protected by anti-discrimination laws. Even if someone is of the same color skin as someone else, it can still be considered discrimination. Unfortunately, the law doesn't clearly spell out what color discrimination is only that it is based on the darkness or lightness of an individual's skin.
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.
The best way to protect your company from anti-discrimination laws is to insure your employees receive ongoing training from the moment they are hired. This should include an employee handbook, new hire orientation, and annual training thereafter. This training should not be taken lightly. In fact, it should include a well written lesson plan and some type of test proving they understand what they were taught. The employee handbook does not have to be complicated or long winded. It should provide the necessary information on your discrimination policy and the consequences if they do not follow it. In all cases make sure you document all training and have them sign for the employee handbook.
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