Title VII of the Civil Rights Act of 1964 bans discrimination in hiring, dismissing, paying, promoting, or training employees on the basis of race, colour, sex, religion, or national origin. Each of the following actions could be considered a violation of the Act: Back money may be recovered, as well as an injunction prohibiting the employer from engaging in further illegal behaviour and/or hefty fines.Do you want to learn more? Visit Walker Law, PC. – San Diego Employment Law
A bona genuine seniority or merit system, an occupational qualification, or a professionally created ability test are all available defences under the Act. Enjoining the employer from engaging in criminal action or behaviour is one example of a violation of this legislation. Affirmative action and employee reinstatement, as well as back wages, for a period of not more than two years prior to the EEOC allegation being filed.
The 1976 Age Discrimination in Employment Act prohibits employers from discriminating against employees based on their age. This law forbids discrimination on the basis of age in employment, dismissal, and salary. Title VII covers all of these places and ages, but it is most beneficial to people between the ages of 40 and 70. For people between the ages of 40 and 70, the language in this act is significant. The Civil Rights Act of 1964 provides the same defences and remedies.
The Occupational Safety and Health Act was passed by Congress in 1970. This Act provided that every employee worked in a safe and healthy workplace. This Act mandated that OSHA draught standards, conduct inspections, track compliance, and impose and enforce penalties for noncompliance.
Worker’s Compensation: The majority of lawsuits brought by injured employees against their employers are based on the employer’s failure to apply reasonable care for the employee’s safety given the circumstances. In such cases, the employer has a number of well-established defences at his disposal.