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On Wednesday, the U.S. Equal Employment Opportunity Commission issued new rules designed to deal with more understated forms of racial discrimination in the workplace, which has been an ongoing problem in the United States.
The new guidelines do not modify existing workplace discrimination laws. Rather, the manual is written to provide employers, employees, and attorneys more distinct direction on how to handle emerging areas of racial discrimination, which make up about one-third of EEOC complaints.
The guidelines include laws regarding English-only language biases against immigrants as well as discrimination issues dealing with minority employers who favor their own racial group, and illegal barring of minority employees from promotions or other job opportunities.
The new manual also addresses issue of harassment and retaliations, “glass ceilings” for minority groups based on stereotypes in addition to cases that deal with discrimination involving multiple categories such as sex, race, and disability. These anti-discrimination bias laws involve various standards to increase chances of winning a court case.
“We want to educate people so they know to complain, go to the EEOC and vindicate their rights,” said EEOC commissioner Stuart J. Ishimaru at the agency''s meeting Wednesday.
EEOC officials said at the meeting that the new rules urge people to look past an employer''s explanation for a job decision to determine whether or not prejudice is at play as well as to see if there is a pattern of behavior that may indicate systemic discrimination.
Workplace discrimination lawsuits have been increasing in the United States. Currently, Wal-Mart Stores Inc. is battling the country''s largest employment suit, which claims that 1.6 million former and current female employees earned less than male employees and were bypassed for promotions.
In the last year, the EEOC received 75,428 workplace discrimination complaints.
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