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Covered issues include, but are not limited to, the following: (1999) (available at gov).
A charging party may allege that a reasonable accommodation was denied by a covered entity for a religious observance or practice. A charging party may also allege that a reasonable accommodation was denied by a covered entity for the known mental or physical limitations of an otherwise qualified individual with a disability.
The EEO statutes prohibit discrimination in labor organization practices, including referrals.
In addition, a labor organization is prohibited from refusing to bring a grievance because of an individual's protected status, Thus, if two individuals are sexually harassed while participating in the respondent's training program but only one of them is the respondent's employee, they can both file a Title VII charge against the respondent.
Specifically, the charge must allege a basis and an issue covered by the EEO statutes.
A charge must allege that an individual was subjected to employment discrimination based on his/her membership in one or more of the following protected categories: individual on the basis of his/her race, color, national origin, religion, or sex.
A covered entity is required to provide a reasonable accommodation unless it can show that doing so would impose an undue hardship. A covered entity is required to provide a reasonable accommodation unless it can show that doing so would impose an undue hardship.
A covered entity will be able to establish undue hardship if it can show that the accommodation would require more than a For more guidance on religious accommodation, refer to 29 C. Undue hardship must be based on an individualized assessment of current circumstances that show that a specific reasonable accommodation would cause significant difficulty or expense. Title VII, the ADEA, and the ADA prohibit discriminatory employment referral practices by any covered entity, including employers, employment agencies, and unions.
For further discussion of religious discrimination, refer to the Commission's "Guidelines on Discrimination Because of Religion," 29 C. CP has alleged discrimination based on sex covered by Title VII. If a charge alleges compensation discrimination based on sex, the investigator should treat it as alleging a violation under both Title VII and the EPA, subject to statutory requirements such as timeliness. For a more detailed discussion of age discrimination, refer to 29 C. When the investigator is uncertain about whether an individual is covered, the charge should be taken and the issue investigated. Part 1630; and Section 902: An individual is protected from retaliation for opposition to discrimination as long as s/he had a reasonable and good faith belief that s/he was opposing an unlawful discriminatory practice, and the manner of opposition was reasonable.
For detailed guidance on the determination of whether an individual has engaged in protected activity, refer to Section 8: The investigator must determine whether a charge alleges discrimination pertaining to an issue covered by the EEO statutes.
The range of issues covered by the EEO laws is very broad, and covers any matter related to an individual's employment.
The ADA prohibits a covered entity from conducting a pre-offer medical examination or making pre-offer inquiries as to whether an applicant is an individual with a disability or as to the nature or severity of a disability.
However, a covered entity may make pre-offer inquiries about an individual's ability to perform the essential functions of the position in question.