Employers who discriminate against a protected category of employees or job applicants are breaking the law, according to the California Fair Employment and Housing Act. If you have been discriminated against on any of the following grounds, you should seek justice by contacting a discrimination attorney.
Here are some of the most common types of discrimination you can face in California:
Unfortunately, racial discrimination is common in California workplaces. While many people associate this type of discrimination in the workplace with White vs. Black, there are also instances of Filipino vs. Hispanic, Hispanic vs. White, and Hispanic vs. Black discrimination. This scourge has existed in this country for an excessively long time, and corporations should be made liable for such atrocious acts.
Religious discrimination appears in a wide range of ways. This category of employment discrimination can range from the company refusing to cater to the employee’s requests to laying off workers simply because they do not share the religious beliefs of senior leadership. Even if you are not religious, you may face religious discrimination.
Countless people mistake color discrimination for racial discrimination. Employment discrimination can occur even within one’s race if an employee’s skin color is darker or lighter than that of their employer. As a result, discrimination laws in California acknowledge and distinguish this from racial discrimination.
Discrimination based on national origin usually applies to discrimination based on where you were raised. Consider the early 1800s, when many Americans despised Irish people. To be “Irish” does not constitute a race, but firing an Irishman because of his Irishness would constitute employment discrimination.
Physical and/or Mental Disability
Disability discrimination is the most prevalent form of workplace discrimination in California. If you have been fired because you were disabled, you may have a disability discrimination claim. Discrimination laws in this space not only make it illegal to fire employees but also require employers to provide reasonable accommodation when requested.
If your boss makes job-related decisions based on whether an employee is divorced, married, single, or widowed, this may constitute workplace marital status discrimination. However, keep in mind that workplace discrimination based on marital status may differ from discrimination based on the person to whom you are married. The latter is not necessarily illegal.
Sex discrimination is perplexing, especially when combined with gender discrimination! Sex can be defined as gender, childbirth, pregnancy, and breastfeeding. Even though many individuals would consider pregnant women being terminated to be subjects of “pregnancy discrimination,” it is workplace sex discrimination. The same is true for termination due to childbirth or breastfeeding.
It is illegal to pay less to a woman in comparison to her male counterparts. It is unlawful to fire a woman solely because she does not belong to the “boys’ club.” Employment discrimination occurs when an employer fires you because you are male or female. While not as prevalent in comparison to the other types of discrimination, it is still a major issue across the country.
Age discrimination is one of the most heinous forms of workplace discrimination. Many Americans recognize it as illegal on the surface. The problem usually lies with the younger managers, who do not always recognize the value that experience brings to the workplace. This has a far greater impact on the victim. After being terminated, the employee also has difficulty finding a new job because they were planning to retire soon.
Discrimination based on religious creed, race, national origin, color, physical disability, ancestry, medical condition, mental disability, marital status, genetic information, gender, sex, pregnancy, gender identity, age (40 and up), gender expression, or military and veteran status, sexual orientation is illegal in California. If you believe you have been discriminated against, you should contact an Attorney.