Workplace discrimination should never be based on protected classes. This is often seen during the hiring process. An employer cannot specifically decline to hire someone because of their gender, for example, or deny a candidate based on their race or ethnic background.
One important thing to keep in mind is that protected classes can sometimes change. Discrimination should not occur if the employer becomes aware of the change. This would still be a legal violation of the employee’s rights.
Potential examples of change
There are many different ways that employees can enter new protected classes. For example:
- A worker who is hired when she is single could get married, decide to start a family and become pregnant.
- A worker could decide to become more publicly open about their sexual orientation, which may be different than what the employer believed when they were hired.
- A worker could stay in a position for years or even decades, and may fear losing their job as they reach a more advanced age.
- A worker could be diagnosed with an illness or suffer injuries that leave them with a life-altering disability.
- A worker may join a new religion or switch from one religion to another.
In many of these cases, the employer will be aware of the change. They still need to treat the employee fairly and give them an equal opportunity when it comes to maintaining employment, seeking promotions and much more.
However, some workers do feel that their rights have been infringed upon after one of these changes. If so, it is important for them to understand what legal steps they can take. Reach out to our experienced team today to learn more.