The CFPB has authority over the Equal Credit Opportunity Act, which prohibits
discrimination against applicants in any type of credit transaction.»
This law forbids
discrimination against an applicant on the basis of race, color, religion, national origin, sex, marital status or age.
Not exact matches
The company was recently sued by the U.S. Department of Labor over allegations of
discrimination against Asian job
applicants.
It is the policy of Ionis Pharmaceuticals, Inc. to provide equal opportunity in employment throughout the corporation for all qualified
applicants and employees without
discrimination against any person because of a person's race, color, religion (including religious dress and grooming practices), sex / gender (including pregnancy, childbirth or related medical conditions and breast feeding), national origin, ancestry, gender identity, gender expression, legally - protected medical condition, physical or mental disability, age, military or veteran status, marital status, sexual orientation, genetic information or any other basis protected by applicable law.
NEW YORK, NY — Attorney General Eric T. Schneiderman announced today that his office has secured settlement agreements with three real estate brokerage firms operating in New York City, Nassau County, and Westchester County, following investigations that revealed unlawful housing
discrimination against potential
applicants with Section 8 housing vouchers.
In the last two years, however, lawyers on his staff took action
against an adoption agency that refused to work with same - sex couples and a major retail chain that showed a pattern of
discrimination against transgender job
applicants.
The high court will also use an employment -
discrimination case from the private sector to clarify whether Title VII of the Civil Rights Act of 1964, the main federal job -
discrimination law, covers retaliation by employers
against former employees as well as job
applicants...
The Reach Institute for School Leadership will neither retaliate nor discriminate
against any employee or
applicant because s / he has opposed any unlawful employment practice, filed a charge of employment
discrimination, or testified, assisted, or participated in any manner in an investigation, proceeding, or hearing related to employment practices.
Study of Fairfax County schools finds
discrimination against black teacher
applicants washingtonpost.com/local/educatio...
Under Ms. Wright's leadership, the Division is responsible for processing formal equal employment opportunity complaints of
discrimination filed
against the Department by employees, former employees, and
applicants for employment.
In addition, DOCR is responsible for ensuring that DOT does not discriminate
against its employees or
applicants for employment, and that DOT conducts its programs and activities free of
discrimination.
Seattle Area Feline Rescue prohibits
discrimination against its employees, volunteers,
applicants for employment, and customers or other business associates on the basis of a person's race, religion, creed, color, sex, age, marital status, national origin, citizenship status, mental or physical disability, sexual orientation, gender expression or identity, military or veteran status, any other characteristic protected by federal and applicable state laws.
In 2001, Shea filed an administrative complaint
against the State Department for its disparate treatment of white
applicants under its 1990 - 92 hiring plan, complaining that he did not enter at as high a grade as he may have and that the
discrimination cost him in both advancement opportunities and earnings.
We are an Equal Employment Opportunity employer and as such do not discriminate
against any
applicant for employment or employee on the basis of race, color, religious creed, gender, age, marital status, sexual orientation, national origin, disability, veteran status or any other classification protected by applicable
discrimination laws.
The
applicant submitted that the refusal to pay him a social security benefit (widows» benefit) to which he would have been entitled had he been a woman in a similar position constituted
discrimination against him on grounds of sex contrary to Art 14 of the Convention taken in conjunction with Art 1 of the First Protocol to the Convention.
In finding that the
applicant had not been discriminated
against on the basis of sex or family status the Honourable Justice Johanne Trudel directed her attention to the four factors necessary to establish a prima facie case of
discrimination on the basis of family status.
Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment
discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex - based wage
discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination; the Age
Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990, as amended (ADA), which prohibit employment
discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination against qualified individuals with disabilities in the private sector, and in state and local governments; Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit
discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination against qualified individuals with disabilities who work in the federal government; Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment
discrimination based on genetic information about an applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment d
discrimination based on genetic information about an
applicant, employee, or former employee; and the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment
discriminationdiscrimination.
Farouk Fredricks, the
applicant, alleged that his employment had been terminated as a reprisal for raising allegations of racial
discrimination and harassment
against a co-worker.
DOJ entrusted Allan to represent the United States in some of its most high profile cases including a large class action challenging the New York City Fire Department's (FDNY) pattern of
discrimination against Black and Hispanic
applicants - which settled for about $ 100 million - and the first - ever employment
discrimination lawsuit that DOJ filed to protect the rights of a transgender individual.
The long title explains the result in Conseil des montagnais de Natashquan c. Malec, 2012 CF 1392, a case about alleged
discrimination against Aboriginal educators.An initial decision unfavourable to the
applicant was made, but quashed on judicial review.
The Justice Department's civil rights division is planning to sue colleges and universities that engage in «intentional race - based
discrimination» in their affirmative action policies — that is,
discrimination against white
applicants.
The long - term solution for this unemployment
discrimination is structural change at the top, so that it's illegal for employers to discriminate
against applicants based on their employment duration.
Federal laws protect many classes of job
applicants against discrimination when seeking employment.
For more information on how best to avoid
discrimination against employees and job
applicants while conducting employment screening, visit http://www.ESRcheck.com or http://www.esrcheck.com/wordpress/tag/criminal-records/.
The Senate is poised to pass a bill this week that would weaken the government's ability to enforce fair - lending requirements, making it easier for community banks to hide
discrimination against minority mortgage
applicants and harder for regulators to...