What are the laws and regulations regarding workplace discrimination in Pennsylvania?
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Under Pennsylvania law, workplace discrimination is prohibited under the Pennsylvania Human Relations Act (PHRA) and the federal Civil Rights Act of 1964. Both laws prohibit discrimination based on race, color, religion, sex, national origin, age, or disability.
The PHRA defines discriminatory practices as including any practices that, directly or indirectly, have the effect of discriminating against individuals in their employment or in their terms or conditions of employment. Under the PHRA, it is unlawful for an employer to refuse to hire, discharge, or otherwise discriminate against an individual solely on the basis of their protected category.
The PHRA also includes anti-retaliation provisions, making it unlawful for an employer to retaliate against an individual for engaging in protected activity, such as filing a complaint of discrimination, participating in an investigation or proceeding related to discrimination, or opposing discriminatory practices.
If an individual believes they have been subject to workplace discrimination, they can file a complaint with the Pennsylvania Human Relations Commission (PHRC) within 180 days of the alleged discrimination. The PHRC investigates claims of discrimination and may bring enforcement actions against violators of the law. In some cases, individuals may also have the option of pursuing a civil lawsuit against their employer.
It is important to note that there may be some limitations or exceptions to the laws and regulations regarding workplace discrimination in Pennsylvania. For example, certain employers may be exempt from certain discrimination laws; religious organizations and schools may have certain exemptions for discrimination based on religion; and in some cases, certain actions may be permissible if they are based on a bona fide occupational qualification.
If an individual believes they have been subject to workplace discrimination, they should consider contacting an experienced employment law attorney for further guidance on their options and potential avenues for recourse.
