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Equal opportunities. While employers must accept employees of all races, they may prefer more hiring of employees with your race.This is unfair and not prohibited by law. However, be aware that the law may pay attention to any charges of ethnic discrimination.
If you are applying for employment with a company that has a policy of only hiring Mexicans and you are a Hispanic who likes to work with Americans, it might seem unfair. Employers are bound legally by the business's human resource policies. If there is evidence of discriminatory treatment of Hispanics in job-related activities, the EEOC may investigate it.
To determine if your race is protected, take a look at your resume, job applications, and interview. Many Asian, Middle Eastern, and African American applicants pass the applicant physical exam without difficulty because their "look" is considered "Hispanic." Employers may consider is as part of the visual hire. Best idea: bring a picture to look like yourself from your home country, with your name on it.
When hiring an individual with a disability, the employer may fail to hire, fire, promote, or otherwise discriminate against this individual on the basis of his or her disability. For example, the employer could refuse to hire someone with a hearing impairment. Alternatively, the employer could hire an individual with a specific skill or job ability, but then refuse to promote the individual because he or she is disabled.
The ADA requires employers to make a reasonable accommodation for workers with a disability so the worker can gain the same benefit and opportunity of employment as workers without disabilities. If the employer fails to make such an accommodation, it may be subject to federal and state legal penalties. Employers who fail to make reasonable accommodation of a worker's disability are considered to be doing so in violation of the ADA.
California warns that employers or insurers may be required to pay for the costs of providing reasonable accommodation for individuals who have a disability. Examples might include: repair of equipment, loan of a device like a wheelchair or cane, or modified work environment. These rules do not require that the employer pay for the costs of a custodial change in a workplace that may be needed if the employer cannot accommodate the disability. d2c66b5586