Almost every person in the world finds themselves in employment and the various circumstances that surround it. The workplace should be a free and fair place but sometimes, there are cases where discrimination occurs in the workplace. Discrimination can be experienced when hiring or salaries where a certain group is favored and is often based on some life aspects such as age, race, origin, religion, disability, among others. Many federal antidiscrimination laws have been implemented to ensure equality in the workplace. The employment laws protect particular groups of people against discrimination. Groups protected by the law against discrimination are based on their race/ color, gender, age, disability, origin, pregnancy, and religion.
Chapter 6 of Muller's book explores various employment laws that deal with discrimination in the US. These laws apply to employers who meet a certain requirement. For example, the Civil Rights of 1964, which protects people against discrimination on race, sex, and religion basis, applies to employers with more than 15 employees. According to Muller (2013), one major type of discrimination experienced is based on disability. Often employers do not like to employ physically challenged people. Employers may deem them as less productive, which is not the case. People with disabilities are protected by the ADA (EEOC, n.d.). This act is active in organizations where there are 15 or more employees. Other laws protecting disabled people include Occupational Safety Act. This act protects all employees irrespective of their race, disability, and sex against the unsafe working environment.
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These laws ensure that disabled Americans have an equal opportunity like other Americans. During recruitment, the laws offer them an equal chance, just like other candidates for securing a job. They are also protected against unlawful dismissal because they are disabled. Dismissal can only be based on other factors that just cause of termination, such as poor performance or insubordination. These laws ensure that disabled Americans have equal opportunities just like other Americans in terms of pay, training, hiring, among others.
The law also gives Americans with a disability the right to go to a court to file a claim if they feel they have been aggrieved. They can also file a claim to the FEPA, which deals with employment problems. The FEPA investigates the problem, depending on the evidence to determine if the claimant was aggrieved. The claimant may take the case to court if the findings fail to satisfy them. The claimant may also file a claim to the EOCC within 6 months of the discrimination incident at work. The EOCC is responsible for administering and enforcing civil rights against any discrimination in the workplace. The chapter explains how anyone can file a claim when they are discriminated in their workplace because of their disability. The process is simple and starts with filing a claim, which is then investigated by EOCC and FEPA. If an individual was discriminated based on their disability, an action is taken such a back pay.
Max Muller's book sheds a lot of light on the employment laws against discrimination in the US. This information is very important for employers and employees. In my view, the article has helped me and can help other people understand the employment laws and how the laws protect them against discrimination. Most people do not fully understand the employment laws and what they should do in case they face discrimination in their workplace. Muller has clearly explained the steps discriminated against people should take in case they are discriminated in their place of work, how they should go about the process of filing a complaint, and where they should go. This, for sure, is a must-read book for all protected groups and employers.
References
Equal Employment Opportunity Commission . (n.d.). Retrieved from Equal Employment Opportunity Commission Website: https://www.eeoc.gov/laws/types/disability.cfm
Muller, M. (2013). The Manager's Guide to HR. AMACOM.
