Are employers allowed to set different standards or expectations for employees based on their marital status?

No, employers in California are not allowed to set different standards or expectations for employees based on their marital status. This type of behavior falls under the category of employment discrimination, which is prohibited by both the California Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964. Both of these laws provide protection against discrimination based on marital status. Employers may not hire, terminate, or make decisions about wages and benefits based on a person’s marital status. This includes creating policies that could be seen as differentiating between married and unmarried employees in terms of job requirements. For example, an employer cannot require married employees to complete more paperwork or take on additional hours that are not required of unmarried employees. Additionally, employers cannot discriminate against an employee when it comes to promotion or advancement opportunities. This means that employers cannot bypass an employee for a promotion solely because the employee is unmarried. Any promotion or advancement criteria must be applied equally to both married and unmarried employees. In California, it is illegal for employers to discriminate against an employee on the basis of their marital status. Therefore, employers should be aware of the laws and regulations in place to make sure they are not setting different standards or expectations for employees based on their marital status.

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Are employers allowed to set different standards or expectations for employees based on their marital status?

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