Thursday, May 5, 2016

The Philadelphia Fair Practices Ordinance Makes it Illegal to Engage in Workplace Discrimination Because of Status as Domestic Abuse Victim, Marital or Familial Status, Ethnicity or Ancestry

Philadelphia City Ordinance Prohibits Employment Discrimination Based Upon Your Ethnicity, Status as a Victim of Domestic Violence, Marital Status and Familial Status

The principle of Federalism provides that states and municipalities may enact civil rights laws that provide greater protection to citizens than provided in a similar federal laws, but never less.  

Through the 1974 enactment of its Fair Practices Ordinance, and notable amendments thereto in 1982 and 2002, the City of Philadelphia has utilized its sovereign power to furnish far greater anti-discrimination protection to employees working within the city's limits than are enjoyed by workers employed elsewhere within Pennsylvania.

Standard-Bearer for Anti-Discrimination Workplace Laws
The Philadelphia Fair Practices Ordinance is most commonly distinguished from Title VII, and Pennsylvania's own Human Relations Act, because it makes employment discrimination based upon sexual preference and gender identity illegal.

Hence, employees working in Philadelphia are entitled to not only the anti-discrimination protections provided for under Title VII and PHRA (race, color, sex, national origin, religion, age and disability), but also to those provided under PFPO (sexual orientation and gender identity).

Love -- Mandatory
These are significant protections because, while LGBT discrimination has long existed, neither the federal government nor Pennsylvania itself have seen fit to make discrimination unlawful.  However, PFPO also provides some additional protections against far more subtle (and presumably less common) forms of discrimination - protections seldom seen anywhere else in the United States.

In addition to the protections identified above, the PFPO makes it unlawful to discriminate against an employee because of his/her ethnicity, ancestry, status as a domestic abuse victim, marital status or family status.  

In this way, PFPO is likely the strongest anti-discrimination statute in the World, in that it actively seeks to identify and declare illegal discrimination based upon any element that may be used to distinguish, and isolate, groups of human beings.

Click Here to jump to Post identifying 30 municipalities in Pennsylvania that have anti-discrimination laws or ordinances.  

Click Here to jump to Post outlining how to prove a discrimination claim.

Helping Pennsylvania Workers Since 1991
                         Contingent Fee Discrimination Attorney Near Philadelphia

John A. Gallagher is an employment lawyer who represents employees in Pennsylvania.  

Click Here if you have questions about any aspect of employment law, from wrongful termination, to wage and overtime claims, to discrimination and retaliation laws, to Family and Medical Leave…

Click Here if you have questions about any aspect of Pennsylvania Unemployment Law, from willful misconduct, to voluntary quit, to Referee Hearings, to severance issues…

Click Here to e-mail John directly.

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