If you aren't sure whether a person covered, you should contact one of our field offices as soon as possible so we can make that decision. Figuring out whether or not a person is an employee of an organization (as opposed to a contractor, for example) is complicated. People who are not employed by the employer, such as independent contractors, are not covered by the anti-discrimination laws. That means protection under the anti-discrimination laws travels with the employee, so long as the employee is a U.S. companies overseas enjoy the same broad protections as workers in the U.S. Employers with 4 or more employees (and recruiters and referrers for a fee) are also prohibited from discriminating on the basis of citizenship status discriminating in the employment eligibility verification process and retaliating under IRCA.ĭiscrimination charges under IRCA are processed by the Department of Justice, Office of Special Counsel for Immigration-Related Unfair Employment Practices:Īmerican workers employed by U.S. The Immigration Reform and Control Act of 1986 (IRCA) prohibits discrimination on the basis of national origin by smaller employers (with 4 to 14 employees). If a complaint involves discrimination because of age or disability, other requirements must be met in order for a person to be covered. An applicant or participant in a training or apprenticeship program.11210 or the Expanded Maternity Leave Act, increasing the daily. the Philippines passed into law Republic Act No. If an employer has the required number of employees, a person is protected by the anti-discrimination laws if he or she is: ensure that everyone has an equal opportunity to find employment and.
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