|
Posters above are correct. Title VII of the Civil Rights Act (CRA) and as amended in 1991 provide protection against discrimination based on: race, religion, sex (gender), national origin, and color. Also throw in other various acts (Age Discrimination in Employment Act), and you can add age and veteran status to the list of "protected classes". The laws prohibit both disparate treatment and disparate impact. The former meaning you can't just single out one person and say, "Sorry, we don't hire you because we don't hire blacks here" (for example). The latter meaning you can't have a hiring practice that on the face appears to NOT discriminate, but does in fact result in a disparate impact on a protected class (see Griggs vs. Duke Power). For example, if you require a high school diploma for a class of jobs, you might end up discriminating against a protected class thus creating a disparate impact against that class. In other words, be damned sure that a requirement is absolutely necessary.
So, unless you could somehow prove that the practice of requiring employees to remove piercings creates a disparate impact against an entire protected class (race, religion, sex, color, national origin, age, veteran status, disability), you'd be fucked.
|
