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  适用范围

                      
                        

          
          
                        适用范围
              


          
  一个雇主必须有一定数量的雇员,才会进入我们执行的法律的适用范围。这个数字取决于雇主的类型(例如,雇主是私人公司、州或地方政府机构、联邦机构、职业介绍所还是工会)和所指控的歧视类型(例如,因为一个人的种族、肤色、宗教、性别(包括怀孕、性别认同和性取向)、民族血统、年龄(40岁或以上)、残疾或遗传信息的歧视)。

阅读以下雇主的适用要求:

企业/私人雇主
	州或地方政府
	联邦政府机构
	职业介绍所
	工会或联合实习委员会另请参见:

如何计算雇主的雇员人数?如果雇主拥有法定雇员数,如果你属于以下情况之一,则你受反歧视法律的保护:

雇员
	求职者
	前雇员
	求职者或培训或实习计划参与者年龄或残疾和适用范围

如果你投诉的是对你的年龄或残疾的歧视,你须满足其他要求才能进入法律适用范围。

公民身份和适用范围

1986年《移民改革和控制法(IRCA)》禁止小规模雇主(有4至14名员工)进行民族血统歧视。根据IRCA,拥有4名或以上雇员的雇主(以及收取费用的招聘人员和推荐人)也不得依据公民身份状况进行歧视;在就业资格验证过程中进行歧视;以及进行报复。

IRCA规定的歧视指控由司法部、移民相关不公平就业行为特别顾问办公室处理:

1-800-255-76881-800-255-7688(员工/求职人语音),
1-800-237-2515(员工/求职者TTY),
1-800-255-8155 (雇主语音),
1-800-362-2735(雇主TTY,或http://www.usdoj.gov/crt/osc。

海外和适用范围

美国公司在海外雇用的美国雇员享有与在美国的雇员同样的广泛保护。这意味着只要雇员是为美国公司工作的美国公民,反歧视法的保护将总是伴随着雇员。

决定哪些人在法律适用范围内

非雇主雇用的人,如独立承包商,不在反歧视法的保护范围内。弄清楚一个人是否是一个组织的雇员(例如,相对于承包商)是很复杂的。如果不确定你是否在法律适用范围内,请尽快与我们在当地的办事处联系,以便我们做决定。
      
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