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سبل معالجة التمييز الوظيفي | U.S. Equal Employment Opportunity Commission
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about="/ar/sbl-maljt-altmyyz-alwzyfy" typeof="schema:WebPage" class="usa-prose page"> <article about="/ar/sbl-maljt-altmyyz-alwzyfy" typeof="schema:WebPage" class="usa-prose page"> <h1><span property="schema:name" class="field field--name-title field--type-string field--label-hidden">سبل معالجة التمييز الوظيفي</span> </h1> <span property="schema:name" content="سبل معالجة التمييز الوظيفي" class="rdf-meta hidden"></span> <section class="layout layout--twocol-66-33"> <div class="grid-row grid-gap-lg usa-in-page-nav-container"> <div class="main-content-2 layout__region layout__region--content tablet:grid-col-8 margin-bottom-4 tablet:margin-bottom-0"> <div class="block block-layout-builder block-extra-field-blocknodepagecontent-moderation-control"> </div> <div class="block block-layout-builder block-extra-field-blocknodepagelinks"> </div> <div class="block block-layout-builder block-field-blocknodepagebody"> <div property="schema:text" class="usa-prose margin-top-3 clearfix text-formatted"> <div property="schema:text" class="usa-prose margin-top-3 clearfix text-formatted field field--name-body field--type-text-with-summary field--label-hidden field__item"><p>عندما يتم العثور على تمييز، فإن الهدف من القانون هو وضع ضحية التمييز في نفس الوضع (أو تقريبًا نفس الوضع) الذي كانت ستكون فيه لو لم يحدث التمييز مطلقًا.</p> <p>ستعتمد أنواع المساعدة على الإجراء التمييزي وتأثيره على الضحية. على سبيل المثال، إذا لم يتم اختيار شخص ما لوظيفة أو ترقية بسبب التمييز، فقد تتضمن المعالجة الإلحاق بالوظيفة و/أو منح الأجر المتأخر والمزايا التي كان سيحصل عليها الشخص.</p> <p>سيُطلب من رب العمل أيضًا وقف أي ممارسات تمييزية واتخاذ خطوات لمنع التمييز في المستقبل.</p> <p>قد تتمكن ضحية التمييز أيضًا من استرداد أتعاب المحامي وأتعاب الشهود الخبراء وتكاليف المحكمة.</p> <h2>يمكن أن تشمل سبل المعالجة الأضرار التعويضية والجزائية</h2> <p>يمكن دفع أضرار تعويضية وجزائية في الحالات التي تنطوي على تمييز مقصود على أساس عرق الشخص أو لونه أو أصله القومي أو جنسه (بما في ذلك الحمل والهوية الجنسية والتوجه الجنسي) أو دينه أو إعاقته أو معلوماته الوراثية.</p> <p>تُدفع الأضرار التعويضية للضحايا عن المصروفات الشخصية الناتجة عن التمييز (مثل التكاليف المرتبطة بالبحث عن وظيفة أو النفقات الطبية) وتعوضهم عن أي ضرر نفسي تعرضوا له (مثل المعاناة الذهنية أو الانزعاج أو فقدان التمتع بالحياة).</p> <p>يمكن منح تعويضات جزائية لمعاقبة رب العمل الذي ارتكب عملًا تمييزيًا خبيثًا أو متهورًا بشكل خاص.</p> <h2>حدود مبلغ الأضرار التعويضية والجزائية</h2> <p>هناك حدود لمبلغ الأضرار التعويضية والجزائية الذي يمكن للفرد استعادته. ويمكن أن تختلف هذه الحدود تبعًا لحجم شركة رب العمل:</p> <ul type="disc"><li>بالنسبة لأرباب العمل الذين لديهم 15-100 موظف، الحد هو 50,000 دولار.</li> <li>بالنسبة لأرباب العمل الذين لديهم 101-200 موظف، الحد هو 100,000 دولار.</li> <li>بالنسبة لأرباب العمل الذين لديهم 201-500 موظف، الحد هو 200,000 دولار.</li> <li>بالنسبة لأرباب العمل الذين لديهم أكثر من 500 موظف، الحد هو 300,000 دولار.</li> </ul><h2>التمييز القائم على العمر أو الجنس والأضرار المقطوعة</h2> <p>في الحالات التي تنطوي على تمييز متعمد قائم على العمر، أو في الحالات التي تنطوي على تمييز متعمد في الأجور على أساس الجنس بموجب قانون المساواة في الأجور، لا يمكن للضحايا استرداد الأضرار التعويضية أو الجزائية، ولكن قد يحق لهم الحصول على "أضرار مقطوعة".</p> <p>يمكن منح الأضرار المقطوعة للمعاقبة على فعل تمييزي خبيث أو متهور بشكل خاص. مبلغ الأضرار المقطوعة الذي يمكن منحه يساوي مبلغ الأجر المتأخر الممنوح للضحية.</p> </div> </div> </div> </div> <div class="layout__region layout__region--content tablet:grid-col-4"> <div class="language-switcher-language-url block block-language block-language-blocklanguage-interface" role="navigation"> <div class="usa-language__switcher usa-accordion"> <h2 class="usa-accordion__heading" id="language-switcher-heading"> <button class="usa-accordion__button" aria-expanded="false" aria-controls="language-switcher" id="language-switcher-button" aria-labelledby="language-switcher-heading" aria-describedby="language-switcher-button"> ترجم هذه الصفحة </button> </h2> <div class="usa-accordion__content usa-prose" 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