The provision of equal working conditions for each employee is an ingredient for success in any institution. With such a unique stipulation, workers can freely express their opinions on certain concepts with the sole intention of promoting creativity and innovation. However, not all occupations are fortunate to experience such an essential requirement. In such a situation, employment disputes can erupt at any time and adversely affect productive tasks at the workplace. To curb such cases, the Equal Employment Opportunity Commission has enforced critical laws aimed at protecting employees from employment discrimination.
As a legally created institution, the EEOC’s scope encompasses different forms of discrimination exhibited through ethnic origin, sexual orientation, religion, race and color. As a victim of employment disputes with your colleagues, you might want to file your lawsuit within 180 days once a discrimination incident has occurred. Presentation beyond the stipulated time would render the case null and void. Proving that you have been victimized based on your ethnic origin can be quite tricky to determine. In most cases, an offender might prejudge you from a particular country based on your accent.
On the other hand, the enactment of certain laws within the workplace that adversely affect individual members of a particular race can abruptly instigate disputes. This means that any occupational law that touches on immigration without adequate justification is a direct violation of the EEOC’s laws. Apart from being victimized based on your immigration, it is only a matter of time before ethnic slurs catch up with you. Such lewd comments can be compared to the proverbial last straw that broke the camels’ back. Such gross misconduct directly sheds light on breach of contract and such defamation charges can ultimately land the accused in jail. If the offender were a colleague, then various measures would be taken to enforce justice and put their employment benefits on hold.
Besides relying on the EEOC for occupational justice, employers can also consider drafting prehire arbitration agreements before a worker can take office. Such an agreement stipulates the civil trial process enforceable once disputes jeopardize office operations. With such a contract in place, a company cuts down on the substantial costs incurred when the case proceeds to trial.
If you have fallen victim to disputes, contact an experienced Michigan employment law attorney for legal guidance.