Can an employer be liable for discrimination even if it did not intend to discriminate?

Yes, an employer can be liable for discrimination even if it did not intend to discriminate. This is because Texas employment discrimination law is based on the legal concept of "disparate treatment," which means treating someone differently than another person in a similar situation based on a particular trait. For example, if an employer were to fire an employee solely because of their national origin, even if the employer had no intention of showing bias toward that particular group, they would be liable for discrimination because the employee was fired because of their nationality. The other way a Texas employer could be liable for discrimination even if it did not intend to discriminate is if its hiring and employment policies have a disproportionate negative impact on certain protected classes of employees. This is known as "disparate impact" and is illegal under the Texas Equal Employment Opportunity Commission Act. Therefore, in both cases, an employer can be liable for discrimination even if it did not intend to discriminate. This is why employers should be aware of the Equal Employment Opportunity Commission Act and its protections for all employees, as well as their own policies to make sure they are not inadvertently discriminating against certain groups of people.

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Can an employer be liable for discrimination even if it did not intend to discriminate?

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