Islamophobia in the workplace is illegal under federal law, as are all forms of workplace religious discrimination. Depending on where you live and work, state laws may also apply.
Unfortunately, the existence of such laws hasn’t completely prevented religious discrimination from occurring in workplaces throughout the U.S. If you believe you’ve experienced Islamophobia in the workplace, the following guide explains what you may do to address it.
Both federal and state laws in the U.S. forbid religious discrimination in the workplace. Unfortunately, it still occurs across a range of industries.
Perhaps you’re Jewish and have experienced antisemitism in the workplace. You have the right to take legal action if so.
Keep reading for more information. The following overview explains what antisemitism in the workplace may look like and what you can do about it if you’ve experienced this treatment.
In the United States workers cannot be legally fired for reporting unsafe conditions, illegal activities, or other unlawful practices by an employer. Being fired in retaliation for calling attention to an employer’s unsafe or illegal practices is illegal. If you were wrongfully terminated for whistleblowing you may be able to file a wrongful termination claim.
California is an at-will employment state. This means employees in California can quit their jobs without giving notice to their employers at any time. However, it also means employers have the freedom to terminate employees for almost any reason.
“Almost” is the key word in that sentence. Both federal law and California law establish reasons an employer can’t legally terminate an employee.
If you were fired without warning in New York, you may be wondering if you have any right to fight your termination. New York is an at-will employment state, but that doesn’t mean that you can be fired for any reason. If you were fired for a discriminatory reason your firing may not be lawful.
Employers have the freedom to fire employees for nearly any reason in most states in the U.S. However, there are instances when employers break the law by firing workers.
The following overview explains at-will employment, grounds for termination, and what happens when an employer terminates an employee for illegal reasons. Learn more about this topic by speaking with a lawyer if you believe your employer has fired you wrongfully.
Have you recently been fired from a job in Illinois? Do you believe the reason your employer fired you is illegal?
You may have a valid wrongful termination case if so. By taking legal action against an employer, you could theoretically seek financial compensation, reinstatement to your job, and other such compensation and damages. The following overview explains the basics of the process.
If you experienced employee discrimination at Walmart, then you can file a discrimination claim. This is because Walmart, like any employer, is not allowed to discriminate against any employee or job applicant based on certain features they may possess, such as color, ethnic identity, age, pregnancy status, gender, gender identity, sexual orientation or age. If you can prove discrimination you should first make a complaint to your employer. If this does nothing file a charge with the EEOC which if successful you may be eligible for compensation.
New York has many laws that were created to make sure that employees are protected from unscrupulous or illegal practices by employers. One of those laws is the WARN Act. The New York State Worker Adjustment and Retraining Notification (WARN) Act is another employee protection put in place in NY. The WARN Act helps employees who are facing layoffs by giving them as much time as possible to find new jobs and in some cases providing retraining or other tools that they can use to find new employment.
The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against an employee due to their race, sex, color, national origin, disability, religion, and age in any area of employment. The majority of employers with at least 15 employees are covered by federal anti-discrimination laws that are the responsibility of the EEOC to enforce, although it is 20 employees in age discrimination cases. Most labor unions and employment agencies are also covered.
