Mon, Jun 17, 2013
A credit union has a responsibility to ensure all employees are not discriminated against based upon categories protected by law. Categories protected by law are an employee's race, genetic information, sex, national origin, age, physical or mental impairments, sexual orientation, sexual identity, religion, and/or marital status and other categories protected by state law.
Visit the Preventing Discrimination topic on the Employment channel of InfoSight for details about:
- General rules regarding discrimination, such as
- Discrimination can result from conduct which occurs once or over a period of time
- Employees, supervisors, members, vendors, directors or other non-employees may subject an employee to inappropriate conduct and/or discrimination
- Intent is irrelevant; discrimination may exist regardless of whether the speaker was "just kidding"
- Conduct that is considered inappropriate, such as
- Women are paid less than men for the same work
- Individuals who are over 40 years of age receive more job responsibilities with no corresponding pay increase while younger employees receive pay increases
- Women receive increased job responsibilities with no corresponding pay increase while men receive pay increases for increased job responsibilities
- Comments that are considered inappropriate, such as
- Identifying an employee by his/her religion
- Referring to a job as a man's job
- Making jokes about physical or mental challenges
The Preventing Discrimination topic also describes the responsibilities of both supervisors and employees regarding harassment and/or discrimination. Visit today and be sure that your credit union remains in compliance.