Title VII also prohibits compensation discrimination on the basis of sex. Unlike the Equal Pay Act, however, Title VII does not require that the claimant's job be substantially equal to that of a higher paid person of the opposite sex or require the claimant to work in the same establishment. SUBJECT: EEOC COMPLIANCE MANUAL PURPOSE: This transmittal covers the issuance of Section 2 of the new Compliance Manual on "Threshold Issues." The section provides guidance and instructions for investigating and analyzing coverage, timeliness, and other threshold issues that are generally addressed when a charge is first filed with the EEOC. Section (a) discrimination is discussed in detail in § of the Compliance Manual. Introduction to the Theory of Disparate Treatment - Disparate treatment occurs when an employer treats some individuals less favorably than other similarly situated individuals because of their race, color, religion, sex, or national origin.
These and other common "factors other than sex" are explained in the Compliance Manual section. §V INTERACTION OF TITLE VII AND EQUAL PAY ACT How do Title VII and the Equal Pay Act interact? Both statutes prohibit sex discrimination in compensation. But despite the considerable overlap of the two statutes, they are not identical. This Section of the Compliance Manual focuses on religious discrimination under Title VII of the Civil Rights Act of (Title VII). Title VII protects workers from employment discrimination based on their race, color, religion, sex (including pregnancy, sexual orientation, and transgender status), national origin, or protected activity. Under Title VII, an employer is prohibited from discriminating because of religion in hiring, promotion, discharge, compensation, or other “terms. The Equal Employment Opportunity Commission (EEOC) has created a single, searchable, indexed database that links to all EEOC guidance documents currently in effect, including all in-force sections of the Compliance Manual (volume II), related enforcement and policy guidance that require a Commission vote, and also technical assistance documents.
15 de jan. de to its guidance on religious discrimination in the workplace, updating that section of its compliance manual for the first time since 15 de jun. de The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) revised regulations that update our sex discrimination. 15 de out. de The Equal Employment Opportunity Commission (EEOC or Commission) is that does not have enforcement authority over sex discrimination) is.
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