Where can I find proof, if there is, that employers must post discimination laws on employment property?
401314
Every state has a .gov website.  Many employers will attempt to intimidate you due to their inherent belief that you are somewhat ignorant or you wouldn't be working for them or any one else barely making a living.  Others just want things to go as smoothly as possible while they make money.  If you are having problems keep a journal of sorts written proof of what you are saying goes a long way.  Write down exactly what happened, who was involved and what was said or done and the date and times.  If the problems become bad enough approach the state regulating body.  I have put the Maryland websites below that might offer some help.  If you are in doubt, don't hesistate to contact someone, they will forward you to the right person.  However if you are trying to blow the whistle and still keep you job or you don't want to make to many waves, call and do it annonymously as any complaint to the state will contain your name and then if your boss wants to they will make your life hell or find some "legit" reason to fire you.  You may just want to look for another job if you can so you don't have to worry about it though...\nGood luck
982764
Your employer should have a copy
977739
try www.eeoc.gov    or findlaw.com\nstatutes differ from state to state....just type in your state...good luck!
986727
Try asking first.\nThen try the Department of Labor.
1077614
Call the California Labor Board. They are usually very helpful, friendly and willing to read the law to you and to go after employers who clearly violate the law.  Most of the state employees who work labor departments are thrilled to go after employers who violate the law. This justifies their job and helps with their performance evaluations.\n\nIn this case, your employer may not be violating any law, so just get the facts directly from the Labor department. Help is a phone call away.
559836
Check out your state's wage and hour laws (or labor laws). They should have the specific compliance info you need.
516052
Employers do consider it, but I don't consider it discrimination. Discrimination to me implies denying someone a right that someone their equal is entitled to. \n\nIf you have a misdemeanor for theft and you are working in an environment that deals with money, credit card numbers and valuable product, then you shouldn't be hired there, you pose a risk to that company. \n\nIf your crime is a violent nature, that is another risk. These are things that people really should think about before they chose to commit criminal acts. \n\nWith the unemployment rate being so low, it is an employers market. They can basically hire who they want. Why hurt your chances at employment by comitting crimes? If faced with two equally qualified candidates, the employer then has to use other factors to decide
301712
STATE LAW WOULD PREVAIL UNLESS IT IS COVERED UNDER FEDERAL LAW. FEDERAL LAW COVERS MILITARY REASSIGNMENTS FOR INSTANCE\nAND THE STATE LAW CAN ADD FURTHER REQUIREMENTS.  YOUR EMPLOYER WILL TELL YOU WHAT LAWS APPLY FOR SURE.
268680
Contact your nearest employment security office, they should be able to give you an answer.
367076
There is no agency or bureau that compiles employment information.  There are companies that can be hired to do employment verification and history checks on employees for a fee.  Laborchex...
1037274
I found a great website for you, check out http://www.laborlawtalk.com . I don't work for them, but they have state specific forums and probably will have people available to answer what ever questions you may have.
401537
http://www.labourrelations.org/LabourLawOntario/LabourLawOntario.html
871416
Before you get itchy feet to sue\n\nPosting requirements vary by statute.  Not all employers are covered by each of the Department of Labor's statutes and therefore may not be required to post a specific notice.  For info on coverage and requirements you can contact the Office of Small Business Programs or check government statutes for your area.\n\nAs for the racial jokes - very inapporpriate.  Discuss this with your immediate supervisor and explain your feelings.  Also be certain to inform your Human Resources department of the incidient.  Does your company have a union?  This might be an option especially if you don't get any results from your supervisor and/or HR personnel.  \n\nYou can also contact the Equal Opportunity Employment Commission and have them check into this matter. \n\nWhatever the case - the jokes need to cease and the company can use a sensitivity training in accepting Diversity.
6776
This would depend upon the supervisor, the type of discrimination and the company.\nIf the supervisor is open and a “people person,” you can approach him or her directly.  If the supervisor is a company stooge, by all means avoid this.\nIf the discrimination is about something very minor, it will probably do no good to complain.  Usually these items get placed under “sour grapes” or “disgruntled employee” and nothing happens except a black mark in your records.  If the item is major, consider carefully all of the consequences before becoming a “whistle blower.”\nUsually you will need the help of a lawyer specializing in labor law.
142950
You have grounds for a lawsuit!  That's discrimination in its purest and truest form, so I would be contacting an attorney right away and check into any legal action you may have a right to.
593361
Landlord trouble - what if you're discriminated against? by GotTrouble.com.
466730
Assuming that you are working in USA, I suggest you go to the US Dep. of Labor site. They provide detailed information on the subject.