It is illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Retaliation occurs when an employer punishes an employee for engaging in legally protected activity. Retaliation can include any negative job action, such as demotion, discipline, firing, salary reduction, or job or shift reassignment. But retaliation can also be more subtle. Retaliation is prohibited. For example, it is unlawful to retaliate against applicants or employees for:
filing or being a witness in an EEO charge, complaint, investigation, or lawsuit
communicating with a supervisor or manager about employment discrimination, including harassment
refusing to follow orders that would result in discrimination
asking managers or co-workers about salary information to uncover potentially discriminatory wages.
It is unlawful to harass a person because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex.
The federal minimum wage provisions are contained in the Fair Labor Standards Act (FLSA). Many states also have minimum wage laws. In cases where an employee is subject to both the state and federal minimum wage laws, the employee is entitled to the higher of the two minimum wages.
An H-1B worker can never be required to pay the following:
A penalty for the worker’s failure to complete the full employment period;
Any part of the statutory training and processing fee imposed by the Department of Homeland Security’s U.S. Citizenship and Immigration Services (USCIS);
Any part of the statutory $500 fraud protection and detection fee imposed by USCIS; and/or
Any deduction for the employer’s business expenses that would reduce an H-1B worker’s pay below the required wage rate.
雇主禁止中国雇员在公司私下说中文 —— 雇主涉嫌歧视中国雇员
雇主要求，如果H-1B雇员两年内离职，则雇员必须赔偿雇主H-1B申请费用 —— 雇主涉嫌非法要求H-1B雇员赔偿H-1B费用
雇主拒绝给雇员发工资 —— 雇主涉嫌违反最低工资要求
雇员向雇主抗议并争取自己的合法权益，雇主因为雇员的抗议而裁掉员工 —— 雇主涉嫌报复
作者简介：王戈 Elva Wang，美国德克萨斯州执业律师。Elva出生长大于中国北京。从北京师范大学附属中学毕业后，Elva赴波士顿大学留学。在获得经济学学士学位后，Elva在休斯顿大学法学中心攻读并取得法律博士学位。Elva曾在全球最大律师事务所大成律师事务所和美国政府机构Texas Medical Board实习。
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