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  2. Most workplace discrimination goes unreported. Here's what to ...

    www.aol.com/most-workplace-discrimination-goes...

    As explained by the Derek Smith Law Group, which specializes in sexual harassment and discrimination cases, the EEOC represents the person who filed the complaint during the conciliation process ...

  3. Members of Congress call on companies to retain DEI programs ...

    www.aol.com/members-congress-call-companies...

    The agency received more than 81,000 charges of workplace discrimination in fiscal year 2023, which was a 10% increase over 2022, EEOC Chair Charlotte Burrows said.

  4. US Supreme Court to decide if white, straight workers face ...

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    Since the 1980s, at least four other U.S. appeals courts have adopted similar hurdles to proving discrimination claims against members of majority groups, largely in cases involving white men.

  5. Employment discrimination - Wikipedia

    en.wikipedia.org/wiki/Employment_discrimination

    Employment discrimination is a form of illegal discrimination in the workplace based on legally protected characteristics. In the U.S., federal anti-discrimination law prohibits discrimination by employers against employees based on age , race , gender , sex (including pregnancy , sexual orientation , and gender identity ), religion , national ...

  6. Equal Employment Opportunity Commission - Wikipedia

    en.wikipedia.org/wiki/Equal_Employment...

    The EEOC has the authority to investigate and prosecute cases against most organizations, including labor unions and employment agencies, employing 15 workers or more, or, in the case of age discrimination, 20 or more workers. The commissioner of the EEOC can issue charges without a complainant, referred to as a "commissioner's charge."

  7. Burlington Industries, Inc. v. Ellerth - Wikipedia

    en.wikipedia.org/wiki/Burlington_Industries,_Inc...

    In the case, a supervisor is defined by the ability to take a Tangible Employment Action. A Tangible Employment Action makes the company vicariously liable because the agency relationship was used to take the action. In alleged sex discrimination cases without a Tangible Employment Action, employers may prove that:

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