In Texas, it is illegal for employers to discriminate against employees or job applicants on the basis of their race, color, religion, sex (including pregnancy), national origin, age, disability, or genetic information. These protections are provided under both federal and state law.
The Texas Labor Code prohibits employers from engaging in discriminatory practices in any aspect of employment, including hiring, firing, pay, promotions, and other terms and conditions of employment. Employers are also required to provide reasonable accommodations for employees with disabilities, unless doing so would cause undue hardship.
In addition to the Texas Labor Code, there are several federal laws that prohibit employment discrimination, including:
- Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, religion, sex, or national origin.
- The Americans with Disabilities Act (ADA), which prohibits discrimination against individuals with disabilities.
- The Age Discrimination in Employment Act (ADEA), which prohibits discrimination against individuals who are 40 years of age or older.
- The Pregnancy Discrimination Act (PDA), which prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions.
Employees who believe they have been subjected to employment discrimination may file a complaint with the Texas Workforce Commission or the Equal Employment Opportunity Commission (EEOC). If a complaint is substantiated, the employer may be required to provide remedies such as back pay, reinstatement, or other forms of relief.
It’s important for employers to be aware of and comply with EEO laws in Texas to avoid potential legal issues and ensure a fair and inclusive workplace.