7 Things to Know About Workplace Discrmination
Free legal advise during initial consultation.
Free legal advise during initial consultation.
Labor and employment laws prohibit workplace discrimination and unfair or discriminatory treatment of an employee based on gender, age, parental status, disability, race, religion, or national origin. Workplace discrimination in any aspects of employment is forbidden. This includes hiring, training, job assignments, pay, fringe benefits, layoffs, and firing. If you experienced workplace discrimination, please contact our workplace discrimination lawyer, Brad Nakase, for a free consultation.
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Discrimination against these aspects is prohibited under the Civil Rights Act of 1964. An employer is violating the laws if they:
If the company receives financial assistance from the Department of Health and Human Services, they may not use origin, race, or color as a reason to:
Please contact our workplace discrimination attorney to protect your rights.
The Equal Pay Act of 1963 protects employees from discrimination based on their gender or sex. In particular, the law mentions discrimination in pay rate. Employers are prohibited from paying employees with the same skills and experience and performing the same work different wages based on gender or sex. Equal pay is just the beginning; other sex or gender discriminations are:
Please contact our workplace discrimination lawyer to learn more about your rights.
The 1967 Age Discrimination in Employment Act protects all employees older than 40 from being discriminated against. The Act prohibits employers from:
It is also illegal for employment agencies to refuse to refer a candidate for employment based on their age.
Workplace discrimination is protected by I and V of the 1990 American with Disabilities Act and Section 504 of the 1973 Rehabilitation Act. Under these laws, employers are prohibited from discriminating on the basis of disability. Discrimination includes:
The Civil Rights Act of 1964, Title VII, prohibits discrimination based on a person’s religious beliefs and affiliations in any aspect of employment. Religious beliefs is defined in the law as moral or ethical beliefs that are held in the strength of traditional religious views. Employers are expected to accommodate an employee’s religious practices unless they would cause unnecessary hardship on the business. The Act protects employees from any discrimination and a hostile work environment caused by insults, slurs, intimidation, and abusive ridicule.
Discrimination based on the following things are prohibited under the Act:
State and federal labor laws protect employees from employer retaliation is they complain or file a lawsuit about workplace discrimination. Employers may not harass, change benefits, change job assignments, forced unpaid leave, refuse to promote, demote, or fire employees in retaliation. If you have filed a discrimination lawsuit or complaint and are experiencing retaliation, you are eligible for additional damages.
Under Federal Law (Title VII) employees who experienced workplace discrimination may be entitled to the following:
An employee must file a formal complaint with the EEOC before they file a lawsuit. The EEOC will investigate the claim and try to resolve the issue. If they are unable to resolve the issue, the EEOC may launch a civil lawsuit on behalf of the employee or give the employee a “right to sue” letter to allow them to file a lawsuit themselves.
Act right away because charges must be filed within 300 days of the discrimination. Contact our employment lawyers to discuss any workplace discrimination. In our free consultation, we will tell you if you have a case and advise you on next steps.
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