The Workplace

Weight discrimination in the workplace: an emerging threat

Discrimination in the workplace has been one of the main problems the employment of a worker faces. Not only is this illegal, but also an act condemned in the community.

Employment discrimination in the workplace can be in various forms. Can be discriminated against based on age, sexual preference, religious belief or race.

However, recent studies show that another form of discrimination at work is increasing – Weight Discrimination.

The threat of Discrimination weight

In a study by the International Journal of Obesity, weight discrimination, particularly against women, is heavier in American society. It is almost as common as racial discrimination

From 66% in the last decade, weight discrimination increased by 7% to 12%. Among obese people, or approximately 28% of men and 45% of women reported having been discriminated against because of their weight.

Rebecca Puhl Rudd Center for Food Policy and Obesity at Yale University reveals that the study is based on surveys of adults in the United States more than 2,000 in 1995-96 and 2004-06.

The research institutions involved in health care, education or work. Respondents said they fired, refused employment or promotion because of her weight. The manifestations of discrimination are the insults, violence and harassment of others.

Unfortunately, there are no federal laws against weight discrimination exist. In some cities such as Washington, DC and San Francisco, all forms of banned discrimination locally.

Several laws on employment discrimination

Although laws in most cities do not include Weight discrimination, the government also acknowledged the economic consequences of discrimination as a whole makes to society.

Therefore, it has enacted legislation to protect the rights of employees. Federal and state are strictly observed and implemented to promote their welfare and development.

The following laws federal prohibiting discrimination in the workplace:

• Title VII of the Civil Rights Act of 1964 (Title VII) to prohibit discrimination employment based on race, color, religion, sex or national origin;

• The Equal Pay Act of 1963 (EPA) the protection of men and women performing substantially equal work in the same establishment as wage discrimination based on gender;

• Age Discrimination in Employment 1967 (ADEA) protects individuals who are 40 years or more;

• Titles I and V of the Americans with Disabilities Act of 1990 (ADA) prohibits discrimination against qualified individuals with disabilities in the private sector and state and local governments;

• sections 501 and 505 of the Rehabilitation Act 1973 prohibits discrimination against qualified persons with disabilities working in the federal government and

• Civil Rights Act of 1991 stipulates among other things, damages in cases of intentional employment discrimination.

In the State of California Fair Employment and Housing Act (FEHA) prohibits discrimination in employment on grounds of race, color, religion, ancestry, nationality and gender.

It is also unlawful discrimination based on age (40 years and older) marital status, sexual orientation, physical or mental disability (including HIV and AIDS), pregnancy, childbirth or medical conditions state related and mental health.

For more information about the discrimination in employment and other matters related, you can ask our expert attorney services employment. You can access our website to receive our free case analysis.

About the Author

Jean is a content writer for the web page of one of the prestigious law firms in Los Angeles. She also worked as a legal analyst for a Florida based company and a paralegal to a credit cooperative. She hopes to publish her own book someday.

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