You should not have to go through your entire workweek feeling uncomfortable due to the way your employer and fellow coworkers treat you. In fact, it is unacceptable. Rest assured, some laws are in place to protect you in this exact situation. Read on to discover what the federal and state laws are for workplace discrimination and how a seasoned New York discrimination lawyer at Bell Law Group can come to your aid.
What are federal laws on workplace discrimination?
Generally since the 1960s, several federal laws have been enforced to protect employees from unlawful discrimination in the workplace. Such laws have established “protected classes,” such as the following:
- Race.
- Color.
- Religion.
- National origin.
- Gender or sex.
- Sexual orientation.
- Pregnancy status.
- Marital status.
- Age.
- Disability.
- Genetic information.
That said, examples of federal laws on workplace discrimination are as follows:
- Title VII of the Civil Rights Act of 1964: this law prohibits discrimination and harassment against an employee based on a protected class, along with requiring employers to reasonably accommodate an employee’s sincerely held religious practices.
- The Equal Pay Act of 1963: this law prohibits paying different wages to men and women who are performing equal work in the same workplace.
- The Age Discrimination in Employment Act of 1967: this law prohibits discrimination and harassment against an employee based on their age (i.e., 40 years or older).
- Title I of the Americans with Disabilities Act of 1990: this law prohibits discrimination and harassment against an employee with a disability who is nonetheless qualified for a job position.
- Genetic Information Nondiscrimination Act of 2008: this law prohibits discrimination against an employee based on their genetic information.
Are the New York State laws similar?
Of note, New York State laws follow the lead of federal laws on workplace discrimination. Distinctively, there is the New York State Human Rights Law. This law prohibits discrimination in employment based on a protected class. It was enforced, as the first of its kind, by the New York State Division of Human Rights.
In addition, New York State law has a statute of limitations in place for bringing employment discrimination claims forward. This deadline is generally three years from the date on which an incident occurred.
An important similarity between the two is that it is prohibited for an employee to be retaliated against for submitting a complaint, charge, investigation, or lawsuit regarding workplace discrimination. So you must not hesitate in reaching out to the United States Equal Employment Opportunity Commission and the New York State Department of Labor with your case.
But the first step you must take for your claim is to make a phone call. Without further ado, pick up the phone and contact a competent New York employee rights lawyer from Bell Law Group today.
