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  繁體中文信息
  基於性別的歧視

                      
                        

          
          
                        基於性別的歧視
              


          
  性別歧視是基於個人(求職者或員工)的性別(包括個人的性取向、性別認同或懷孕)所產生的歧視。

由於性別認同(包括變性身份)或性取向而對個人歧視,違反第七章的性別歧視規定。與LGBTQ+ 相關的性別歧視信息,請參閱性取向和性別認同歧視。

性別歧視和工作環境

法律禁止就業任何方面的歧視,包括招聘、解雇、薪資、工作分配、晉升、裁員、培訓、附加福利以及任何其他就業條款或條件。

性別歧視騷擾

基於個人的性別(包括個人的性取向、性別認同或懷孕)產生的騷擾是違法的。騷擾包括“性騷擾”,例如不受歡迎的性舉動、性要求以及其他與性有關的言語或身體騷擾。然而,騷擾不必一定與性有關,它可以包括對個人的性別,性取向、性別認同或懷孕等情況的攻擊性言論。例如,用攻擊性評論來騷擾女性是違法的。

受害者和騷擾者都可以是任何性別,受害者和騷擾者可以是同性或異性。

儘管法律並不禁止輕微的的調侃、即興評論或不常見和不嚴重的孤立事件,但當騷擾過於頻繁或嚴重以致造成敵對或冒犯性的工作環境或導致不利的就業決定時,騷擾就是非法的。(例如受害者被解雇或降職)。

騷擾者可以是受害者的主管、其他領域的主管、同事、下屬或非雇主員工的人,例如客戶或顧客。

性別歧視和就業政策/做法

適用於所有人的就業政策或做法,無論性別,如果對特定性別的人的就業產生負面影響,並且與工作無關或對企業運營無關,則可能違法。
      
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雇主適用範圍

15 名或以上員工的雇主



提出指控的期限

180天內提出指控*(可由州法律延長)*

聯邦員工有 45 天的時間聯繫 EEO 顧問



有關更多信息,請參閱:

1964 年民權法第七章
	法規:29 C.F.R.第1604部分
	政策與指南
	統計數據



另請參閱:

同工同酬和福利歧視
	懷孕歧視
	性騷擾
	雇用有照顧責任的員工的最佳做法
	FLSA 規定的哺乳母親休息時間 (美國勞工部工資和工時部門)
	問答:《民權法》第七章和《美國殘障人法》 ADA 對遭受家庭暴力或約會暴力、性侵犯或跟踪的求職者或員工的適用Return to top

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