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The Important Federal

The most important federal laws dealing with discrimination are: Title VII of the Civil Rights Act of 1964 (Title VII), Pregnancy Discrimination Act (PDA), the Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA), the Age Discrimination in Employment Act (ADEA), the Equal Pay Act (EPA), and the ..

EQUAL EMPLOYMENT OPPERTUNITY

HR in Pakistan : Equal Employment Practices. Equal Employment Opportunity(EEO) prohibits discrimination against anyone on any pretext. ... AA is a means to level the playing field for females, individuals with disabilities, underprivileged classes and minorities as a logical step towards equal employment

 Federal Government Employees Housing Authority | Federal ...

The Fair Housing Act, which is the federal law governing housing discrimination, includes the following seven protected classes: race, color, religion, national origin, sex, disability, and familial status

AFFAIRMATIVE ACTION

In 1961, President John F. Kennedy issued an executive order mandating government contractors to "take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin."

Reverse discrimination 

Groups may be defined in terms of race, gender, ethnicity, or other factors. ...Reverse discrimination can be defined as the unequal treatment of members of the majority groups resulting from preferential policies, as in college admissions or employment, intended to remedy earlier discrimination against minorities.

The rise of Taliban insurgency in Pakistan has been an influential and increasing factor in the persecution of and discrimination against religious minorities in Pakistan, such as Hindus, Christians, Sikhs, and other minorities. It is said that there is persecution of religious minorities in PakistaN

Business necessity 

Business necessity is an employer's defense of an employment related decision that is based on the requirements of the business and is consistent with other such decisions. To establish business necessity an employer must prove that the practice is job related and consistent with business necessity.

Disparate impact 

Disparate impact in United States labor law refers to practices in employment, housing, and other areas that adversely affect one group of people of a protected characteristic more than another, even though rules applied by employers or landlords are formally neutral.

Disparate treatment 

Disparate treatment is one kind of unlawful discrimination in US labor law. In the United States, it means unequal behavior toward someone because of a protected characteristic (e.g. race or gender) under Title VII of the United States Civil RightsAct.

 

Federal law governing employment discrimination has developed over time. ... Title VII prohibits discrimination based on race, color, religion, sex or national origin. It makes it illegal for employers to discriminate based upon protected characteristics regarding terms, conditions, and privileges of employment.

 

to provide for the employment, rehabilitation and welfare of disabled persons. WHEREAS it is expedient to provide for the employment, rehabilitation and welfare of disabled persons and for matters connected therewith. the Disabled Persons(Employment and Rehabilitation) Ordinance1981.

VALIDATION LAW

No suit or other legal proceedings shall lie in any court against any authority or any person for or on account of or in respect of any order made, proceedings taken or act done whether in the exercise or purported exercise of the powers referred to in clause (2) or in execution of or in compliance with orders made ...

 


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