Understanding Federal Anti-Discrimination Laws in the Workplace
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Interactive scenario · 20 minutesInteractive scenario

Make the right call in the moment

Walk through a week as Nadia Reyes, a new team lead at Brightline. Nine real workplace moments. You decide what she says and does.
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In this course

Nine moments from Nadia’s first two weeks. Pick a response, see what happens, and try the others.

Four moves for every tricky moment

Helen’s short list. Tap each move to see how it works. You’ll use all four in the scenarios ahead.

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What it looks like

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Tap a move above or keep going

Characteristics protected by federal law

Decisions and treatment at work can’t be based on these. Many states and company policies add more.

RaceColorReligionSex — including pregnancy, sexual orientation and transgender statusNational originAge (40 or older)DisabilityGenetic information

Source: EEOC — Prohibited Employment Policies/Practices

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What does Nadia do?

Pick the response you’d choose. You can try the others afterwards.

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What happens next

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Why it matters

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Try another response to see the stronger call.

Field guide

The four moves, in short

1

Notice

Spot what’s said or decided because of who someone is, like a joke about an accent or “culture fit” standing in for age.

2

Act

Interrupt calmly, bring it back to job-related criteria, or start the accommodation conversation.

3

Route

Bring HR in. Don’t investigate alone, and don’t promise secrecy you can’t keep.

4

Protect

No payback for raising a concern: no quiet reassignments, extra scrutiny or pressure to drop it.

Reporting and resources

Keep these handy for real situations. They’re separate from the scenarios above.

Inside Brightline

Report to your HR partner: Maya Brooks, HR Business Partner (hr@brightline.example, 555-0142) or the Brightline Speak Up line (555-0188, speakup@brightline.example, open 24/7). Follow your company policy. Leaders are usually expected to pass on what they see or hear, even when asked to keep it quiet.

If someone wants to go outside

Employees can contact the EEOC directly at any time. Never discourage it. Strict time limits apply: generally 180 or 300 days from the incident, depending on location.

EEOC: Public Portal · 1-800-669-4000 · TTY 1-800-669-6820 · ASL video 1-844-234-5122
Brightline and all characters are fictional. This training covers U.S. federal law at a general level and isn’t legal advice. Follow your organization’s policies and ask HR. Key sources: EEOC prohibited practices, retaliation, harassment, Pregnant Workers Fairness Act.