Pennsylvania businesses are protected against discrimination based on race and gender by state and federal laws. The Pennsylvania Human Relations Act (PHRA) and Title VII of the Civil Rights Act of 1964 prohibit employment discrimination based on race, color, religion, sex, and national origin. The PHRA also covers discrimination based on age, ancestry, disability, familial status, and use of a guide or support animal.
Under the PHRA, employers cannot discriminate against employees or job applicants based on any of the protected characteristics. This includes hiring, firing, promotions, wages, benefits, and working conditions. Discrimination can also occur in the form of harassment or a hostile work environment. Companies with four or more employees are subject to the PHRA.
Title VII applies to businesses with 15 or more employees, and it prohibits discrimination in a similar manner as the PHRA. It also protects against retaliation for reporting discrimination, filing a complaint or participating in an investigation or lawsuit.
Pennsylvania businesses should establish clear anti-discrimination policies and provide training to all employees to prevent any discriminatory behavior. Additionally, they should have a system in place to investigate any complaints of discrimination and take appropriate action to remedy the situation. If a business is found to have engaged in discrimination, it may face financial penalties, damages, and injunctive relief.
It is important to note that there are limitations and exceptions to these protections. For example, employers may be able to establish certain job requirements if they are directly related to job performance. Additionally, religious organizations are exempted from some anti-discrimination laws.
Businesses should consult with an experienced employment law attorney to ensure they are in compliance with all relevant anti-discrimination laws and have appropriate policies and procedures in place to prevent and address any potential discrimination issues.
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