1. Under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA) and the Age Discrimination in Employment Act (ADEA), it is illegal to discriminate in any aspect of employment, including: hiring and firing; compensation, assignment, or classification of employees; transfer, promotion, layoff, or recall; job advertisements; recruitment; testing; use of company facilities; training and apprentice programs; fringe benefits; pay, retirement plans, disability leave or any other terms and conditions of employment.
2. Discriminatory practices under these laws also include:
- harassment on the basis of race, color, religion, sex, national origin, or age.
- retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices.
- employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, ethnic group, or individuals with disabilities.
- denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability.
3. Other Discriminatory Practices Under Federal EEO Laws:
- Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.
- National Origin Discrimination - it is illegal to discriminate against an individual because of birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group.
- Religious Accommodation - we will reasonably accommodate the religious belief of an employee or prospective employee, unless doing so would impose an undue hardship.
- Sex Discrimination - the company prohibits sexual harassment. This includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender, including same sex harassment. The hostile environment standard also applies to harassment on the basis of race, color, national origin, religion, age, and disability.
- Pregnancy Based Discrimination – pregnancy, childbirth, and related medical conditions must be treated in the same way as other temporary illnesses or conditions.
- Age Discrimination in Employment Act – the act prohibits statements or specifications in job notices or advertisements of age preference and limitations; discrimination on the basis of age in apprentice programs, and denial of benefits to older employees.
- Equal Pay Act – the act prohibits discrimination on the basis of sex, in the payment of wages or benefits, where men and women perform work of similar skill, effort, responsibility, and working conditions.
- Americans with Disabilities Act (ADA) – The ADA prohibits discrimination on the basis of disability in all employment practices.
4. Procedure for filing a discrimination compliant:
- An employee may bring a discrimination complaint to their supervisor, production manager, VP manufacturing, Human Resources or the President.
- A prompt and thorough investigation will be conducted by Human Resources and corrective action will be taken.
- If during the investigation an employee is found to have caused discrimination or harassed another employee, the employee will be disciplined up to, and including, discharge.