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In January 2011, a German court ruled that employers can require female employees to wear bras or undershirts at work. The case involved an airport security firm defending the essentiality of bras, as part of the dress code, in order to "preserve the orderly appearance of employer-provided uniforms."
I talk lots about illegal discrimination, but there are many forms of employment discrimination that are perfectly legal. Here are some of the types of discrimination that may be legal if they ...
The Oregon Administrative Rules states that every "employer shall provide to each employee when required by the nature of the work, suitable seats, suitable tables, and suitable work benches." Suitable seating is defined as "convenient, comfortable and safe seats where the work is such that employees may sit while working."
Often, employers will use BFOQ as a defense to a Disparate Treatment theory employment discrimination. BFOQ cannot be a cost justification in wage gaps between different groups of employees. [96] Cost can be considered when an employer must balance privacy and safety concerns with the number of positions that an employer are trying to fill. [96]
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Those rights can be granted only by legislation passed by the Congress, such as the Employment Non-Discrimination Act. At the start of 2010, the Obama administration included gender identity among the classes protected against discrimination under the authority of the Equal Employment Opportunity Commission (EEOC).
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Employment discrimination against persons with criminal records in the United States has been illegal since enactment of the Civil Rights Act of 1964. [citation needed] Employers retain the right to lawfully consider an applicant's or employee's criminal conviction(s) for employment purposes e.g., hiring, retention, promotion, benefits, and delegated duties.