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Discriminate against workers -

Employers cannot discriminate based on gender, ethnicity, psychological or physical impairment, religion, age, national origin, or other protected category. 

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Engage in wage discrimination -

Your employer is prohibited from paying different amounts for the same role based on gender or other discriminatory factors.

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Ask inappropriate personal questions -

Employers cannot inquire in an excessive or intrusive manner about an employee’s personal life, family, friendships, or relationships.

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Violate wage and hour laws -

There are minimum wage laws that employers must abide by. They must also pay overtime, and provide proper rest and breaks for meals.

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Retaliate against whistleblowers -

Whistleblowers, or those who report illegal or unsafe practices, can't be penalized for reporting.

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Deny time off for civic duties -

Employers cannot discipline employees for taking time off to vote or serve on a jury.

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Ignore workplace safety regulations -

A safe work environment is required and employers can't force employees to work with dangerous tools or in a hazardous area.

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Deny family and medical leave -

Employers have to provide leave according to the Family and Medical Leave Act (FMLA). Additionally, they can not discriminate against someone for actually using it.

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Misclassify employees as independent contractors -

It is illegal to mislabel an employee as a contractor in order to avoid providing benefits or legal protection.

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Invade employee privacy -

An employer can not search your personal things nor can they monitor private spaces (such as changing rooms) or disclose sensitive personal information.

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Prohibit salary discussions -

Employees are allowed to discuss wages and negotiate collectively for better compensation. If your employer prohibits this they can get in legal trouble.

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Require off-the-clock work -

It should never be expected or requested for employees to work outside regular hours without pay.

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Deny reasonable accommodation for disabilities -

Employers must provide accommodations for those employees who have disabilities, as required by law.

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Engage in harassment -

Employers cannot engage in or allow any kind of harassment. This includes sexual harassment or offensive behavior while in the workplace.

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Unlawfully monitor communication -

Employers can't monitor their employees in private spaces or electronically, which violates employee rights.

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Illegally sharing personal information -

Employee data must be protected by employers. This includes medical records, financial information, and biometric data. 

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Force employees to take lie detector tests -

Employers can't require workers to undergo a polygraph test according to the Employee Polygraph Protection Act.

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Terminate employment without cause in contractual situations -

Though it ultimately depends on contract terms, employers usually can't dismiss employees without cause or notice. 

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Ask prohibited questions on job applications -

Employers are prohibited from asking about topics such as marital status, religion, or other protected characteristics on job applications.

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Require broad noncompete agreements -

Employers can't force their employees to sign overly restrictive or unreasonable noncompete agreements. 

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Ignore hostile workplace claims -

If a workplace is hostile or even toxic, then an employer can't legally disregard complaints about it.

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Discipline employees for social media complaints -

If you complain about work conditions on social media your employer cannot punish you.

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Ignore exemptions to vaccination mandates -

Employers must honor valid exemptions to vaccine mandates as required by applicable laws.

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Refuse to accommodate religious practices -

Reasonable accommodations must be provided for employees with sincerely held religious beliefs or practices unless it causes undue hardship to the business.

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Restrict union activity -

Employers cannot interfere with employees’ rights to organize, form, join, or assist labor unions. Additionally, they can not participate in collective bargaining or union-related activities.

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Retaliate against employees for filing discrimination complaints -

An employee cannot be fired, demoted, harassed, or retaliated against in any other way after filing a complaint or lawsuit about workplace discrimination or harassment. 

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Not allow breaks for nursing mothers -

Employers must provide reasonable break time and a private, non-bathroom space for nursing mothers who need to express breast milk. This is the case for up to one year following the child's birth.

Sources: (U.S. News & World Report) (RKY Careers)

See also: Outdated workplace trends to say goodbye to

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