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District of Columbia Racial Discrimination: What you need to know

The District of Columbia Human Rights Act prohibits discrimination in employment on the basis of actual or perceived race or color (DC Code Sec. 2-1401 et seq.). The Act applies to all employers in the District. Under the Act, it is unlawful to:
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• Fail or refuse to hire, or to discharge, any individual, or to discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment, because of race or color.
• Limit, segregate, or classify employees in any way that would deprive or tend to deprive any individual of employment opportunities, or to otherwise adversely affect his or her status as an employee because of race or color.
• Discriminate against any individual in admission to or employment in any program established to provide apprenticeship or other training or retraining, including an on-the-job training program.
• Print or publish any notice or advertisement, or use any publication form indicating any preference, limitation, specification, or distinction based on race or color.
• Coerce, threaten, retaliate against, or interfere with any person in the exercise of any right under the Act.
• Require, request, or suggest that a person retaliate against, interfere with, intimidate, or discriminate against a person, because that person has opposed any practice made unlawful by the Act, or because that person has made a charge, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under the Act.
• Aid, compel, or coerce the doing of any of the acts forbidden under the Act, or to attempt to do so.
Harassment is unlawful when a member of a protected class shows that he or she was subject to unwelcome racial ...

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District of Columbia Racial Discrimination Resources

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Racial Discrimination Products

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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