14 The majority’s analysis in both Faragher and Ellerth drew upon the liability standards for harassment on other protected bases. It is therefore clear that the same standards apply. See Faragher, 118 S. Ct. at 2283 (in determining appropriate standard of liability for sexual harassment by supervisors, Court “drew upon cases recognizing liability for discriminatory harassment based on race and national origin”); Ellerth, 118 S. Ct. at 2268 (Court imported concept of “tangible employment action” in race, age and national origin discrimination cases for resolution of vicarious liability in sexual harassment cases). See also cases cited in n.13, above.
In extreme cases, parents make the horrific choice to end their baby girl's life. One woman named Lakshmi from Tamil Nadu, an impoverished region of India, fed her baby sap from an oleander bush mixed with castor oil until the girl bled from the nose and died. "A daughter is always liabilities. How can I bring up a second?" said Lakshmi to explain why she chose to end her baby's life. "Instead of her suffering the way I do, I thought it was better to get rid of her."
Sex-selective abortions are even more common than infanticides in India. They are growing ever more frequent as technology makes it simple and cheap to determine a fetus' gender. In Jaipur, a Western Indian city of 2 million people, 3,500 sex-determined abortions are carried out every year. The gender ratio across India has dropped to an unnatural low of 927 females to 1,000 males due to infanticide and sex-based abortions.
China has its own long legacy of female infanticide. In the last two decades, the government's infamous one-child policy has weakened the country's track record even more. By restricting household size to limit the population, the policy gives parents just one chance to produce a coveted son before being forced to pay heavy fines for additional children. In 1997, the World Health Organization declared, " more than 50 million women were estimated to be 'missing' in China because of the institutionalized killing and neglect of girls due to Beijing's population control program." The Chinese government says that sex-selective abortion is one major explanation for the staggering number of Chinese girls who have simply vanished from the population in the last 20 years.
Discrimination - Citizens Advice
Title VII’s prohibition against disparate treatment based on religion generally functions like its prohibition against disparate treatment based on race, color, sex, or national origin. Disparate treatment violates the statute whether motivated by bias against or preference toward an applicant or employee due to his religious beliefs, practices, or observances – or lack thereof. Thus, for example, except to the extent permitted by the religious organization and ministerial exceptions, an employer may not refuse to recruit, hire, or promote individuals of a certain religion, may not impose stricter promotion requirements for persons of a certain religion, and may not impose more or different work requirements on an employee because of that employee’s religious beliefs or practices. The following sub-sections address work scenarios that may lead to claims of religious discrimination.
Ending a relationship - Citizens Advice
If the EEOC finds reasonable cause to believe that your company discriminated against a charging party, it will invite you to conciliate the charge (i.e., the EEOC will offer you a chance to resolve the matter informally). In some cases, where conciliation fails, the EEOC will file a civil court action. If the EEOC does not find discrimination, or if conciliation fails and the EEOC chooses not to file suit, it will issue a notice of a right to sue, which gives the charging party 90 days to file a civil court action. The EEOC also must issue a notice of right to sue to the charging party on request if its handling of the charge is still pending after 180 days, or earlier if the EEOC knows it will take more than 180 days to complete action on the charge.
Protection from discrimination at work
That process begins with the EEOC sending your company a copy of the charge, which will briefly identify the charging party, the basis (e.g., race, religion, etc.) and issues (hiring, promotion, etc.), and the date(s) of the alleged discrimination. You also may be asked to provide a response to the charge and supporting documentation. The EEOC also may ask to visit your work site or to interview some employees. It is important that your company retain records relating to issues under investigation as a result of the charge until the charge or any lawsuit based on the charge is resolved.
Harassment » Employment New Zealand
Anyone who believes that a private sector or state or local government employer has violated his or her employment rights based on race, color, sex, religion, national origin, age (40 or over), disability, opposition to unlawful discrimination, or participation in an EEO proceeding, may file a charge of discrimination with the EEOC. A charge does not constitute a finding that your company did, in fact, discriminate. The EEOC has a responsibility to investigate and determine whether there is reasonable cause to believe discrimination occurred.