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Fair Housing Law

Fair Housing Laws prevent discrimination or discriminatory practice in housing, both in buying and renting. Fair housing laws have improved, but many people still find themselves in situations of discrimination.

Equal Opportunity Employment

Equal Opportunity Laws protect you from workplace discrimination. Our goal is to assist anyone who feels they are victims of workplace or employment discrimination.

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What Is Fair Housing?

Fair housing is a legal concept that aims to provide equal access to homes, neighborhoods, and other buildings that are designed for people of a particular racial or ethnic group. It is based on the equal protection and consideration of all persons similarly situated to others, including people of different races, ethnicities, religions, or nationalities. This principle is primarily intended to prevent unjust discrimination against people from certain groups at the detriment of others. It also aims to ensure that fair housing benefits and opportunities are extended to all individuals, regardless of their race, ethnicity, national origin, age, disability, or sex.

Fair housing is a controversial issue, because in some instances it has been used to discriminate against certain classes of people. For instance, certain states have enacted laws that limit the amount of time that an owner can rent out his property to a certain race of person. In other cases, landlords have gone as far as requiring tenants to avoid renting to certain individuals. Regardless of its intentions, this practice has often forced certain groups of people into conditions that they would not otherwise find themselves in.

Renting or leasing one’s home is a right protected by the United States Constitution and is a form of property ownership. Landlords have long taken advantage of this right by choosing not to rent to individuals on the basis of their race, color, religion, national origin, gender, sexual orientation, or any other protected category. Anti-discrimination laws in this country should be used to ensure that this kind of abuse against minorities is not a consistent practice. Unfortunately, many landlords are not aware that such practices are illegal. As such, they continue to subject prospective tenants and homeowners to anti-discrimination and unfair housing practices.

Some religious organizations have sought amendments to fair housing laws so that renters could be prohibited from renting properties that promote certain religions. The National Catholic Register and the Lutheran Church have both filed lawsuits against apartment complexes and landlords who refuse to allow tenants to rent homes or apartments that conform to their faith. Both of these institutions believe that it is a violation of their rights under the U.S. Constitution for a landlord to turn down a tenant based solely on religious beliefs. The litigation against these cases illustrates how important it is for religious institutions to voice their opinions in court. Without these protections, all Americans will be left to live like anyone else in fear of being fired from their jobs for acting according to their beliefs.

Many fair housing laws target renters rather than landlords. This is because renters are often targets of harassment and discrimination by landlords. As such, it is up to renters to watch for signs that their landlord may be engaging in practices against them based on their religion, national origin, gender, etc. Signs such as no pets allowed and others that serve to demean and discriminate against a protected class. If a landlord refuses to allow a protected class of people to rent an apartment or house, then that landlord has taken advantage of the Fair Housing Act and is guilty of discrimination.

The Federal government has created the Neighborhood Stabilization Program, which is designed to help improve the quality of life for people who are victims of discrimination and those who have been the victims of violence in their homes. Another section of fair housing law is called the Fair Credit Billing Act, which protects those who have been the victims of discrimination and violence in other situations and is designed to protect their rights in credit card purchases. This section of fair housing regulation was created by the Department of Housing and Urban Development and local fair housing enforcement agencies.

How Does HUD Help You Get a Loan?

A lot of people do not know the process of how HUD helps you in getting a home loan modification approved. If you are currently facing mortgage problems, then the process of how HUD helps you in getting a home loan modification approved is very important for you. This is because getting a loan modification approved is one of the best things that you can do if you want to avoid foreclosure. The reason why is because this type of loan is one of the easiest and fastest ways for you to avoid foreclosure. In addition, it allows you to get your credit score and credit history back on track.

So, how does HUD help you get a loan modification approved? Basically, your lender is going to require that you submit to an evaluation, or evaluation for your home loan. During the evaluation, you will be asked a few questions, which will include things like your monthly expenses, how much you make, your debt to income ratio, how long have you lived there, and your current credit report. All of this information will be used to help determine what type of loan you would be able to afford, as well as what your monthly expenses would be.

However, if you have an FHA insured property, then you will automatically be considered for a home loan that uses a FHA guaranteed note. In other words, if you get a loan from the bank, then you are going to get a low interest rate. If you get a loan from the federal government, then you will get lower interest rates than any lender could give you. In addition to this, if you go through a HUD-approved housing counselor, then you should be able to negotiate your loan down to the lowest amount that you would be able to pay, without defaulting on it.

Why would go through a HUD-approved service make any sense? Basically, if you go through a HUD-approved housing counselor, they can negotiate with your bank about your mortgage, lowering it in order to make it easier for you to pay it off. Then, they will bundle all of your payments into one monthly payment, which will be less than what you were paying to your bank, because the government will be taking care of paying off your debt, instead. Additionally, if you choose not to use the home loan assistance services that HUD has to offer, then you still won’t have to deal with lowering your monthly mortgage payments to the point that they are too low to pay. HUD home loan assistance programs only apply to people who need help paying their mortgages.

So how does HUD help you get a loan? The first step you would take is to fill out an application for a federal loan. After you do this, you will have to go through a background check to make sure that you are not on any financial watch list. If you are on a list, then you will most likely have to go through a credit check before being approved for the loan. Once you have been approved for the loan, you can start repaying your loan and making your payments on time.

How does HUD help you get a loan? HUD has made it possible for millions of people to get affordable loans that will allow them to purchase a new home or refinance their existing mortgage. You do not have to worry about falling behind on your payments or ending up with a high interest rate. HUD approved home loan counselors will work with you to find the right program that will fit your financial situation and provide you with the opportunity to buy a home.

The US Department of HUD Offers Mortgage Refinance and Foreclosure Prevention

The US Department of HUD is the largest office in the entire United States Department of Housing and Urban Development. They also have branches in many other states such as California, Illinois, Maryland, Massachusetts, New Jersey, New York, Florida, and Washington D.C. The mission of the US Department of HUD is to support homeowners, renters, and financing institutions. Their main function is to help people understand the principles of affordable housing. They provide low-interest loans and mortgage refinance programs to people to help them create viable budget planning for their families.

Foreclosure has become a problem in the US due to the poor economy. The number of foreclosures has increased drastically in the past two years. The numbers are so high because there are not enough homes for the number of people who applied for a home loan. The number of people getting a subprime mortgage to purchase a home are now at an all time high, and it is now difficult to find a home to purchase or refinance.

The US Department of HUD has introduced new programs to help stop foreclosures before they happen. If you are a home owner and are facing foreclosure, contact the US Department of HUD right away. These government-funded programs can provide emergency assistance by refinancing your mortgage loans. If you qualify, the US Department of HUD will pay your mortgage interest rates for a period of one to three months on an affordable interest rate.

If you own a home and are behind in your mortgage payment, don’t worry; you can still qualify for a home loan. However, you will need to have a decent credit score and a good job history. If you have a bankruptcy on your record or a tax lien on your property, you cannot qualify for a federal government program that helps first time home buyers finance a home. If you have bad credit, you may be able to get a VA, FHA, or conventional mortgage from the US Department of Housing and Urban Development. There are also mortgage companies available through HUD-approved real estate brokers that offer financing through HUD mortgage plans.

If you are facing foreclosure and are not able to refinance your existing mortgage, contact the US Department of HUD. They can provide you with various programs to prevent foreclosure. HUD can provide the necessary information on foreclosure and can refer you to relevant resources such as loss mitigation, loan modification, and loan counseling. There are various channels in which you can reach the US Department of HUD. You can use the phone, submit an application online, or visit their website.

In the United States, the real estate market is a very competitive environment. Homeowners faced with the threat of foreclosure are now scrambling to refinance or sell their property. If you own your own home and are a home owner, it is imperative that you take immediate action. Stop the fear of foreclosure. Contact the US Department of HUD immediately on your property’s situation.

What is Equal Opportunity in the Workplace?

Equality of opportunity refers to the condition of having access to equal opportunities in life. In many societies, people have been placed in certain positions based on extrinsic traits such as gender, age, race, or tribe. Sometimes these positions are necessary for the survival of the society. However, unequal opportunity is often a state of unfairness where people are treated no differently, except where such differences can be justified. It can also be used to justify unequal outcomes in relationships and education.

For example, an employer may believe that he has made a fair selection of applicants who would be best for a particular position. However, there could be some who are better qualified than others for the job because of their race, gender, or age. An equal opportunity employer therefore has the right to set reasonable quotas for each category. This does not mean that all employees in an office will be of the same caliber, but that each one will receive the same treatment when applying for a particular position. In this way, an employer displays a level of equality of opportunity at his workplace.

A disadvantage to a system of equal opportunity at work is when an employer fails to set equal opportunities in the workplace. The first scenario is the case where an employer fails to create a system of opportunities for applicants, which means that certain positions are just off the table for a specific reason, whether it be age gender, race, or rank. For instance, if an employer places positions in the workplace solely on merit, without considering the skills of the applicant, then he is in violation of Title VII of the Civil Rights Act. In this case, the employee is entitled to have his employment decisions considered according to his ability, instead of being based solely on what the employer thinks is fair.

Another problem with a system of equality of opportunity in the workplace is when employers take steps to prevent their employees from attaining some form of promotion or education. In this case, employers may discriminate against employees for reasons unrelated to their qualifications, such as age, disability, or race. Similarly, an employer who bases his decision on something only a candidate can know, such as pregnancy, should be avoided.

There are also problems with a system of equality of opportunity and equal opportunity in the workplace can arise when employers use different qualification standards, which leads to discrimination. The most well known example of this is pregnancy. An employer may decide to hire only women to perform particular jobs, such as lifting weights, and to deny promotion or a raise to male employees who have achieved similar results at a lower level. In order to remedy the situation, an employee should file a charge of discrimination with the Equal Employment Opportunity Commission. If the Commission finds merit, then the employer is required to modify his employment practices so that they comply with the guidelines.

Equal employment opportunity does not only apply to equal opportunities for promotion and advancement at the workplace; it also extends to equal treatment and opportunity when it comes to treatment by others. This includes treating customers and clients equally, hiring employees on the basis of their merits, and ensuring that the workplace creates an equal environment for all. While employers cannot legally discriminate against employees for reasons related to their race, gender, religion, national origin, age, or disability, they are morally obligated to treat everyone fairly. This can include taking positive action against discrimination, such as eliminating discriminatory actions and implementing policies to maintain a work environment free of bias, harassment, and other mistreatment.

Laws That Protect People From Employer Discrimination

Employer discrimination is any unfair employment practice by an employer that has the effect of interfering with the rights of employees to engage in certain lawful activities. Employment discrimination has become a major issue in recent years because of advances in technology and globalization. In addition, there are increasing concerns about job losses and reduced opportunities for women. Disabilities, pregnancy, maternity, childbirth, and changing work schedules are other sources of employee concerns regarding discrimination.

There are many cases of employer discrimination that have been found in the past. An example of such a case is the firing of a white female supervisor, after she objected to having too many women in the office. Another case involves an African American employee who was hired in a machine shop that had a majority of women supervisors. He was fired when he refused to submit to sexual harassment tests. There are also instances where employees have been fired for filing complaints of sexual harassment or for asking about sexual advances in the workplace.

To file a complaint of employer discrimination, you should first be able to identify a pattern or a series of events that violates the Title VII of the Civil Rights Act. The first step in preparing a complaint for EEOC is to file a charge or a complaint. A charge can include an employment document or a written statement. After you file a charge with the EEOC, the office will send you a letter of investigation, which you will need to reply within a specified amount of time. You will need to further describe your problem to the investigators.

You should know that there are two types of cases that are considered as employer discrimination cases: quid-pro-quo and mandamus. Quid-pro-quo refers to situations where an employer takes a certain action against someone because they complained of being discriminated against. For example, a store manager might not terminate an employee for complaining about being discriminated against if the employee gives them positive feedback about one of their products. A mandamus case is when an employer makes an unlawful employment practice because of someone’s race, gender, national origin or other protected category.

There are three specific pieces of federal anti-discrimination laws that protect people from employer discrimination. The Americans with Disabilities Act (ADA) prohibits discrimination on the basis of disability; pregnancy and medical malpractice laws protect those who are sexually harassed; and the Age Discrimination Act prohibits age and disability discrimination in the workplace. Aside from these specific laws, many states have their own anti-discrimination laws. Most of these laws cover disability, pregnancy and medical malpractice; but some may also extend their coverage to sexual harassment. In addition, the government enacts laws and regulations that protect the rights of people who are the victims of employer discrimination.

The Genetic Information Privacy Act also protects people from employer discrimination. This law protects information about an applicant’s genetic information, whether it is positive or negative, used in any form for any purpose. This includes things like birth records, health records, etc.

Fighting for Your Rights – Filing a Housing Discrimination Civil Case

Housing discrimination is a violation of a people’s right to equal opportunity in housing. It is based on patterns of exclusion or undue favoritism in housing transactions that affect a qualified applicant’s chance to buy or rent housing. This disparate treatment of an individual in the housing market is based on where he lives or on group characteristics. Housing discrimination occurs when an individual who is a member of a protected class is denied housing access to housing on the basis of that person’s race, nationality, descent, sex, religious beliefs, or disability. Housing discrimination also occurs when a business refuses to allow someone to rent its facilities because of that person’s race, nationality, descent, sex, or disability.

housing discrimination

If you feel that you have been the victim of housing discrimination, you should know that you have many remedies available to you in the United States. The Fair Housing Laws Act provides the bases for a number of lawsuits and actions against those who discriminate. This civil complaint is different from a law suit, which involves filing a personal injury lawsuit or pursuing a criminal action. Civil rights complaints are considered less serious than criminal actions and do not have the same potential for obtaining compensation as do criminal complaints.

Housing discrimination also takes place when a landlord refuses to allow prospective tenants based on race, nationality, ancestry, gender, religion, or disability. If you are a victim of this violation of your civil rights, you should know that you have several options in order to legally be permitted to rent your apartment. First, you can bring a federal complaint with the U.S. Department of Housing and Urban Development’s Office of Fair Housing and Equal Opportunity. HUD treats all complaints brought by any American citizen with respect to civil rights violations very seriously.

A number of housing units in the United States have been identified as being operated in a manner that significantly contributes to the disparate impact of housing discrimination. This means that a significant number of apartments and homes are being maintained in a manner that discriminates against minority and disabled individuals. Tenants are often treated unfairly in these types of housing operations. If you have been a victim of this discrimination, it is important that you understand that there is help available. HUD offers several programs designed to help victims preserve their right to fair housing.

In order to bring a successful housing discrimination civil case, you will need to show that a landlord has discriminated against you on the basis of your protected status as an American citizen. Tenants who suffer the consequences of landlord racial or disability discrimination may be able to file a complaint with the U.S. Department of Housing and Urban Development’s Office of Fair Housing and Equal Opportunity. If you believe that you are a victim of this alleged discrimination, it is important that you retain a lawyer who is well-versed in this area of the law. In addition to bringing a complaint to the office, you may also wish to consult with a Seattle housing attorney who specializes in this type of case.

No matter what, if you are a victim of housing discrimination you must know your rights under federal law. All Americans are guaranteed the right to get equal treatment regardless of race, religion, national origin or disabilities. As a result, it is crucial that you protect your right to fair housing. In the event that your landlord refuses to grant you access to a home, you should contact a Washington housing discrimination attorney immediately. It is important that you receive immediate assistance because the longer you wait the less likely you are to receive assistance.

Fair Housing is More Than Just Equal Opportunity

Are you looking for equal opportunity housing? Have you heard of fair housing laws? You might be thinking how these could help you. They guarantee you equal opportunities regardless of race, religion, gender, disability, or where you come from. That’s right! This isn’t just a myth, it’s a reality.

equal opportunity housing

What is fair housing, exactly? It is the practice of not discriminating against people based on their race, religion, national origin, sexual orientation, or age. This is a civil rights law that protects your right to live in a home that you enjoy and be just as successful in life. The equal opportunity housing laws were created in Loving v. Virginia.

If you are asking if there is anything else that the equal opportunity law would help with, the answer is yes. This law also guarantees your right to be protected by reasonable discrimination in housing. In other words, you shouldn’t be harassed or made to feel guilty just because you don’t like the color of someone’s skin, or the sex of someone’s baby. If you think about it, being denied housing because of your gender or your race isn’t right.

It is wrong to have to choose between your family and your paycheck, and it is even more wrong to be denied the right to be just as successful in life as anyone else. It is time that you make sure that your country upholds fair housing laws. If not, you can bet that your children will not have the equal opportunity that other children do. They will be looked down upon in school and society, and they will suffer the consequences when they grow up.

So what can you do to ensure that your country upholds fair housing laws? You can start by talking to your local politicians about making their priorities clear. Ask them what they plan to do to help people who need equal opportunity housing. You can also go online and put in a search for “fair housing” to see if you can find anything that you’re interested in. You can also go to your local library and look up the laws about fair housing in your area.

When you are searching for an equal opportunity housing provider, make sure that you know as much as you can about the company that you are signing on with. Find out if their practices match what you’re looking for. If they claim to have something for everyone, don’t fall victim to their advertising. You can protect yourself from any adverse actions by researching everything about the company that you are going to trust your house to. If you do this, you can rest assured that you’re working with someone who is going to provide equal opportunity housing for you and your family.

How to Have Equal Opportunity Employment

equal opportunity employment

How to Have Equal Opportunity Employment

As defined in Executive Order 93-20, every state agency with a workforce of 50 (not counting the headcount) must submit to the Office of Special Counsel an annual Equal Opportunity Employment Analysis. This document contains an application form for each covered position, a summary of job duties and qualifications, training and development requirements, an antidiscrimination and equal opportunity policy, an employee compensation plan, an organizational personnel policy, a written statement of management policies regarding equal opportunity for all employees, a provision concerning disciplinary actions, and an outline of expected changes to the State agencies that would affect employment practices, the work environment, recruitment, training, and promotions. If an employee has filed a complaint of discrimination, the applicant or former employee must also present proof of the charge to the OEO. OEO investigations usually take about a month. An administrative law judge (ALJ) may also be assigned to the case.

The equal opportunity employment analysis and complaints process requires agencies to present their findings to the special counsel within one month after the filing of the complaint. However, if a state agency determines that a complaint is justified, it must also present its findings and recommendations to the special counsel within three months after the conclusion of its investigation. Once the ALJ has rendered its decision, the state agency must make its decision on whether or not to seek an administrative law judge. State court is usually the final arbiter of these matters.

The Equal Employment Opportunity Commission (EEOC) and state agencies such as the Department of Labor, Bureau of Labor Statistics, and the Department of Human Resources and Disability Services are responsible for implementing and enforcing equal opportunity employment laws. These agencies provide training and information to employers and employees on what the law requires. They also monitor compliance by both parties through periodic reviews and recordkeeping. In addition, they provide advice to supervisors and management on how to improve their own employment practices so that they promote diversity at all levels of the workplace.

If you’re a potential equal opportunity employer, you may wonder whether your company is following the law by having a written equal opportunity employment policy, and what steps it is taking to make sure it is not discriminating. A good policy will include a notice of proposed actions, which will allow you to make changes, before any disciplinary action is taken. This can help protect you from being accused of discrimination later on down the road. As you know, people often make accusations of discrimination when they have been discriminated against, but without a written policy, there can be no safeguard against this happening.

Another thing to consider is whether or not you are required by your university policy to hire, train, and promote employees according to the same criteria used for admission to your own institution. Even if you do not have a similar policy, it is still important to ensure that you are following the applicable law by having equal opportunity employment opportunity. The Equal Employment Opportunity Commission, or EEOC, works to help people who have been subjected to discrimination. In order to file a lawsuit, one must file a complaint with the EEOC. If you believe your company is guilty of discrimination, you should contact an attorney as soon as possible to help you with your Equal Employment Opportunity Employer Statement.

The first step you should take when creating your equal opportunity employment environment is to have an eeo-1 report written by a third party. The eeo-1 report will outline the current problems and issues that employees are complaining about. You will then use this information to implement changes so that you create a work environment that is free of bias, harassment, and other issues that might impact employees and create a poor work environment. Additionally, an eeo-1 report will give you the opportunity to see how the complaints are handled internally within your company. This is a very good way to see if your company is following the applicable laws by having equal opportunity employment.

How it Feels to Be Discriminated Against

How it feels to be discriminated against is one of the most difficult questions one can ask oneself. For as long as discrimination goes on, how it feels like to be discriminated against will never change. We all have experienced some form of discrimination in our lives and if we can recognize the traits that led to discrimination in our lives, we can work towards eliminating it from our lives and live free from the specter of discrimination. Here are some of the many different feelings that we may experience when discriminated against:

How it feels to be discriminated against

First impressions – When people make first contact with you, your first impressions may not always be accurate. Sometimes what you think is true is actually false and others who seem to be nice may have ulterior motives. So when you meet someone for the first time, especially a potential business contact or boss, make sure that you do your research first before you give any details about yourself. Do not give out your home phone number or your cell phone number in the very beginning because it does not say much good about you when you have to explain that you are being discriminated against because of your race, sexual orientation, or gender.

Reactions – Different reactions to being discriminated against take place. Some of them will be good and some of them will be bad. Sometimes when discriminated against, you may even feel embarrassed or humiliated. If you are already undergoing treatment for a certain condition or illness that makes you vulnerable, you will definitely feel bad if you are also made fun of because of the same condition.

Emotions – Being discriminated against can make you really angry. It can make you feel like running away from people, destroying relationships, throwing up tantrums and so on. So if you can imagine what these things would feel like when you are being discriminated against, you can better understand how it feels to be discriminated against. But if you are not able to understand how it feels to be discriminated against, it is probably because you are not really suffering from it. Remember that discrimination is not right, but it is sometimes necessary as a tool to get us to recognize our differences and flaws.

Motivations – Another reason why we feel motivated to discriminate against others is because of our own personal motivators. This is why we sometimes do things that are unconsciously unjustified. It could be that we are trying to make ourselves important and we feel that being just a human being is not enough. Sometimes we try to be more important than others because we have too high a sense of self-worth.

The good thing is that you can still find ways on how it feels to be discriminated against. If you are willing to learn how to react differently to being discriminated against, you can slowly start adjusting your thought processes. You can learn to realize that you are not the only one who feels bad about being discriminated against. Others do feel bad too, and they should not be held responsible for things they cannot control. Who else in the world has the power to decide what another human being will not be allowed to do?

How to Report Harassing Behavior at Work

For many employers and business owners, the real issue of workplace retaliation is considered to be unlawful discrimination of an employee against his/her request for continuation in employment. In fact, many common forms of discrimination against employees happen right under the guise of legality – such as age discrimination, gender discrimination, race discrimination, and so on. In addition, businesses may also be subjected to liability for providing benefits and workplace accommodations to some employees who belong to a protected class but who have unjustifiably declined or are unable to continue in employment. The purpose of this article is to describe two legal defenses that often help an employee who feels he/she has been discriminated against on the basis of his/her protected status.

Reporting Discriminatory Behavior

The first defense to reporting discriminatory behavior in the workplace involves the employer’s responsibility to show that they did not harbor the anti-employee feelings in the first place. This can be done through the creation of a “hostile work environment” or conduct that chilled or prevented employees from expressing their sincere professional belief that sex, race, age, or disability should be of interest to them. In other words, if there were anti-gay (or anti-women) feelings expressed in the office environment, or if African American employees were denied equal opportunities with other employees, it is imperative that the employer take responsibility for continuing to do so. Therefore, to report discrimination, employees must show that they have been victims of workplace bias – which would require them to document such incidents. In many cases, however, the offending conduct cannot be easily identified, and therefore, the offending actions are not taken as a result of anti-employee bias.

Another common form of workplace discrimination involves the firing or demotion of an employee for reasons that are unrelated to the employee’s performance – either for reasons that are based on the employee’s race, sex, religion, national origin, or disability. It is necessary, then, to take action to remedy the situation through reporting to a supervisor, the Equal Opportunity Employment Opportunity Commission (EEOC), or legal counsel. It is not mandatory for employers to accommodate religious beliefs or to provide medical leave accommodations to religious persons; however, these actions may help the employer avoid future problems. For example, if an African American female employee reported being unfairly fired due to her sexual orientation, the employer might adopt a policy requiring religious accommodation (e.g., allowing the female to use her religious faith to excuse her pregnancy) in the future, or at least to let the employee know that such accommodation may be offered in the future.

Similarly, it is vital to be aware of what constitutes “reasonable accommodation” and how to document the actions of employers in violation of this principle. As used in this context, reasonable accommodation means providing a modified workplace environment to a protected class (or a similar one) to make things easier for that protected class to perform the job duties. This reasonable accommodation could involve, among other things, eliminating language, cultural, or racial barriers to the employer’s employees; reserving jobs, classes, or shifts for employees with a physical handicap; arranging for new commuting routes; and more. Employers must always offer reasonable accommodation, not only on religious grounds but on a range of other bases as well.

On the other hand, employers must be cognizant that they are legally obligated to afford reasonable accommodation to those who have been affected by unlawful discrimination. In addition, employers must make sure that their anti-discrimination policies do not violate the legal rights of former employees, former co-workers, or anyone else. In addition, an employer may be held liable for even inadvertent employment actions taken in violation of the law. As previously noted, a recent decision in a court case illustrated the perils of allowing anti-religious discrimination in the workplace.

The first step that an employee should take if he suspects he is the victim of illegal discrimination is to notify his supervisor, liener, or whomever of the complaint. Within twenty-four hours of the notification, the person should make a written statement to the supervisor that outlines his allegations and alleged discrimination. He should also be given instructions about how he intends to follow up on his complaint. If the complaint is found to be true, the offending conduct should be addressed in writing. If not, the individual should be advised that he has the right to file a complaint with the Equal Employment Opportunity Commission or OGE, the government agency that oversees complaints involving workplace behavior.

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