Georgia is an "at-will" employment state in which employers can terminate the employment of an employee at any time for any reason. With that said, there are several laws that prohibit employers from making an adverse employment decision based, in sole or in part, on an employee's protected classification such as race, color, religion, sex, national origin, age, and disability. An adverse action can be obvious such as the failure to hire someone due to his or her age or the decision to fire a person because they have a disability. The adverse action can be harder to detect as when an employer fails to recruit persons of a certain national origin or the employer requires testing that has a disparate impact on a certain race. Employers must be aware of the legal liabilities attributable to each business activity, from advertising to hiring to the use of bathrooms or break rooms. In addition, Employers are held liable for the discriminatory practices of any manager or agent of the company. If an employee supervises and in some way participates in decisions about another employee's job, that supervisor or manager must be trained in applicable employment laws. Businesses must make sure its work force is properly educated and given the proper tools for legal compliance.
Workplace Discrimination
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