| Discrimination in the workplace is a serious problem for | | | | where the incidents took place. The employee or job |
| today's workers. Unlawful employment discrimination | | | | applicant should also keep a detailed record of his or |
| creates a work environment in which the workers | | | | her actions taken to resolve the problems, including the |
| suffering discrimination are faced with an unpleasant | | | | details of conversations with company representatives. |
| and possibly illegal work situation. At its worst, the | | | | By taking these steps, the worker can show that he or |
| workers who are subjected to such illegal actions may | | | | she is taking this problem seriously and expects the |
| lose their jobs and even become unemployable. | | | | company to reply in kind. |
| The only "good news" is that workers subjected to | | | | 4. If the worker has preserved any evidence of the |
| employment discrimination can protect themselves | | | | alleged harassment or discrimination, he or she should |
| because such discrimination often is illegal. If an | | | | keep it. Such evidence might include offensive objects |
| employee or job applicant thinks that he or she has | | | | or pictures. |
| been subjected to job discrimination, here are five tips | | | | Evidence such as this will be helpful in authenticating |
| that the worker should employ to make sure that his | | | | and resolving the claims. |
| or her discrimination claim is given proper attention. | | | | 5. Consider asking for the help of the Equal |
| 1. The worker needs to know and understand the | | | | Employment Opportunity Commission (EEOC), which is |
| employer's rules and procedures that apply when | | | | the federal agency that deals with employment |
| employment discrimination or harassment is alleged. | | | | discrimination, or the state equal employment agency. |
| If the worker wants his or her claims to be taken | | | | It may be a good idea for an employee or job |
| seriously by the employer, the worker has to properly | | | | applicant to take their claims to the Equal Employment |
| bring an employment discrimination or harassment | | | | Opportunity Commission (EEOC), if they don't think that |
| claim to the employer's attention. If the worker follows | | | | the employer will pay proper attention to their |
| the company's rules, then he or she is in a better | | | | complaint. The EEOC will then either investigate the |
| position to insist that the employer follow those same | | | | claims itself, or ask the appropriate state agency to |
| rules -- including timetables for resolving the claims -- | | | | investigate. A worker can get EEOC help without |
| as well. | | | | obtaining an attorney, so he or she will not be faced |
| 2. Make sure that the employer knows about any | | | | with attorney fees at this stage. An employer may be |
| existing or potential employment discrimination. | | | | willing to compromise with the worker if the EEOC |
| An employer can't take action until it knows about a | | | | concludes that the employer may have harassed or |
| worker's discrimination claims. | | | | discriminated against the worker. However, if it does |
| 3. Keep a record of claims and the steps taken to | | | | not appear that there will be a settlement, then the |
| resolve the problems. | | | | worker should retain an attorney to help with |
| An employer is unlikely to believe that there has been | | | | administrative hearings or judicial proceedings. An |
| employment discrimination in its business unless it is | | | | attorney will help the worker to get through |
| confronted by believable claims with adequate proof. | | | | administrative or judicial proceedings. |
| Accordingly, the worker must keep a detailed record | | | | If worker follows these tips, he or she will have |
| of the alleged incidents. These records should include | | | | presented their claim in the best way possible and will |
| the names of the parties involved, when the alleged | | | | have done their best to make sure that justice is done. |
| incidents took place, the names of any witnesses, and | | | | |