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Be Mindful of Harassment & Discrimination against Muslim Workers, EEOC Reminds Employers

Don’t Discriminate against Muslim Workers, EEOC Reminds Employers

Don’t Discriminate against Muslim Workers, EEOC Reminds Employers

Officials at the U.S. Equal Employment Opportunity Commission (EEOC) have recently issued a formal statement to American employers, urging them to “be particularly mindful of instances of harassment, intimidation, or discrimination in the workplace against vulnerable communities.”

Coming after the tragic Paris and San Bernardino attacks that occurred within the past month or so, this address is intended to refresh employers’ understanding and compliance with federal anti-discrimination laws and to “encourage proactive communication among employers and employees to prevent and correct discrimination.”

As part of this official statement, EEOC Chair Jenny R. Yang explained that:

We commend employers who have already taken steps to issue or re-issue policies on preventing harassment, retaliation, and other forms of discrimination in the workplace, and we encourage all employers to remain vigilant and to communicate their commitment to inclusive workplaces throughout their organizations.

EEOC Encourages Compliance with Two New Guidance Documents

To promote compliance with anti-discrimination laws, the EEOC has developed two new guidance documents detailing how federal laws prohibit discrimination against people who are (or who are thought to be) Middle Eastern or Muslim.

The first document is for employers, and it explains their responsibilities in preventing workplace discrimination. Some of the specific issues it discusses include (but not exclusive to):

  • Religious attire, such as hijabs
  • Employer hiring policies, which should be based on “objective, job-related criteria”
  • Best practices for developing anti-harassment and anti-retaliation policies, including prevention-related policies, procedures and training, as well as procedures and mechanisms for reporting instances of harassment
  • Accommodations for Muslim and/or Middle Eastern workers
  • Appropriate investigative and disciplinary recourse for complaints of religious or ethnic discrimination.

The second document, which is for workers, covers topics that include (but are not limited to):

  • Workers’ rights against religious and ethnic discrimination at work
  • Reasonable accommodations
  • Steps to take after workplace harassment has occurred.

What do you think about the EEOC’s recent efforts to address religious discrimination in the workplace? Post your comments on our Facebook & Google+ pages.

Contact a Los Angeles Discrimination Attorney at Urbanic & Associates

Have you been the target of workplace discrimination, harassment or retaliation? If so, you can turn to Los Angeles discrimination attorney at Urbanic & Associates for help defending your rights and pursuing justice. Since 2000, our lawyers have been dedicated, aggressive advocates for our clients, helping them stand up to even the most formidable opponents in any legal setting.

To find out more about your options for fighting back and obtaining justice, call Urbanic & Associates at (310) 216-0900 or send our firm an email using the contact form on this page.

From our offices based in Los Angeles, Attorney James Urbanic provides superior representation to clients throughout Los Angeles County and southern California, including (but not limited to) those in Glendale, Burbank, Alhambra, Van Nuys, Santa Monica and Orange County.