American employees in the modern world have a deeper understanding of their employment rights than ever before. As such, workers can usually recognize when they are experiencing discrimination in the workplace.
The Pennsylvania Human Relations Act (PHRA) covers workplace discrimination, defines prohibited acts and guides victims toward a solution. To utilize the PHRA to your best benefit, learn more about this critical form of employee discrimination protection.
1. What does the PHRA prohibit?
Workplace conduct prohibited by the PHRA is essentially the same as behaviors forbidden by federal anti-discrimination laws. The Act prohibits employment discrimination based on race, color, religion, ancestry, age, sex (gender), national origin and disability.
2. Who does it protect?
The Act applies to Pennsylvania employers or businesses with at least four employees. If, like others, you do not know whether your employer is bound by the PHRA, a legal opinion may offer clarity. Doing so can help you plan your next steps in finding justice for your mistreatment.
3. Who investigates employment discrimination?
The Pennsylvania Human Relations Commission (PHRC) is responsible for accepting and investigating discrimination complaints. The PHRC also investigates retaliation complaints for those suffering mistreatment after complaining about discrimination.
4. Do you need legal representation?
Having someone with a legal background assist with your complaint can offer many benefits. For example, it helps to ensure that your rights remain protected throughout your case. Since you may need to attend formal proceedings, such guidance can help you present your facts accurately.
The days when employees had to endure workplace discrimination to provide for their families are over. In the 21st century, it is often possible to overcome unfavorable workplace situations and hold employers to account without suffering undue economic hardships.