As you have read, each
type of discrimination involves more than different treatment, adverse
impact, failure to accommodate, harassment, or retaliation.
The difference in treatment must be caused by race, color and so
forth. The impact must arise because of one of the reasons
covered in the laws EEOC administers. The need for accommodations
must be grounded in a person’s religion or disability rather than
personal preference. The harassment must be based upon sex,
nation origin and so forth. The retaliation must be more than
a hostile reaction to a complaint. The original complaint
must be a complaint that broke one of the laws the EEOC administers.
means that unfair treatment is not by itself illegal. A strong
personality clash with your boss or a deep difference of opinion
about something at work that leads to a harsh work environment is
not by itself illegal. Harassment of you for any reason other
than your race, color, sex, national origin, religion, age, or disability
is not by itself illegal. FOR SUCH MATTERS TO BE ILLEGAL,
THE EVIDENCE MUST SHOW A LINK BETWEEN THE TREATMENT, THE IMPACT,
THE FAILURE TO ACCOMMODATE, THE HARASSMENT OF THE RETALIATION AND
YOUR RACE, COLOR, SEX, NATIONAL ORIGIN, RELIGION, AGE, DISABILITY,
OR PRIOR COMPLAINT (OR PARTICIPATION).
of the more common types of discrimination is sexual discrimination.
A Federal law, the Equal Pay Act, requires employers to pay all
employees equally for equal work, regardless of their gender.
It was passed in 1963 as an amendment to the Fair Labor Standards
the Act technically protects both women and men from gender discrimination
in pay rates, it was passed to help rectify the problems faced by
female workers because of sex discrimination in employment. And
in practice, this law has almost always been applied to situations
where women are being paid less than men for doing similar jobs.
This program was developed
by the West Virginia State Department of Education, the West Virginia
Workplace Education Program, and the Regional Education Service
Agency (RESA) V.