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Employment Discrimination

Employment Discrimination Lawsuits Race, Religion, Sexual Preference, Age, Gender, Victims, Pregnancy Discrimination, Work Field

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Employment Discrimination Lawsuits

Employment Discrimination | Lawsuits, Lawyers | Race, Religion, Sexual Preference, Age, Gender, Victims, Pregnancy Discrimination, Work Field

People who are treated differently in the workplace based upon their race, (color, nationality, ethnic or national origins), religion, sexual preference/orientation, age or gender are all victims of employment discrimination. Pregnancy discrimination can also occur in the work field.

Race Discrimination:

Involves differential treatment or harassment of an employee based on his or her race or national origin. Race discrimination can also be perceived characteristics or stereotypes associated with a particular race or ethnic group. People of all races and national origins must be treated equally in all aspects of the employment process, including help-wanted ads, interviews, pre-employment testing, hiring, job assignments, shift assignments, promotions, compensation, benefits, job training, layoffs or termination.

Religious Discrimination:

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment. The Act also requires employers to reasonably accommodate the religious practices of an employee or prospective employee, unless to do so would create an undue hardship upon the employer.

Sexual Preference/ Sexual Orientation:

Discrimination against employees based on sexual orientation is prohibited in New York and many other states. There are many state, city and county laws under which an employee can bring suit for discrimination based on sexual orientation. The following states have particularly strong local laws against sexual orientation discrimination: California, Connecticut, Hawaii, Maryland, Massachusetts, Minnesota, Nevada, New Hampshire, New Jersey, New York, Rhode Island, Vermont and Wisconsin.

In addition, the following cities have particularly strong local laws against sexual orientation: San Francisco, San Diego, Oakland, Los Angeles, Columbus, Minneapolis, and St. Louis. Other states, cities and counties have varying laws against sexual orientation discrimination as well. Certain provisions of the Civil Service Reform Act of 1978 have been interpreted to protect many federal employees from discrimination based on sexual orientation.

Age Discrimination:

The federal Age Discrimination in Employment Act (ADEA) prohibits hiring or firing employees on the basis of age. Employers also may not force employees to retire before age 70, deny promotions based on age, or punish older workers with reduced pay or benefits. The ADEA only applies to workers aged 40 and over. Therefore, not hiring someone age 45 because of age considerations would be disallowed; but not hiring someone age 22 based on age would be allowed. Most states also have various age discrimination laws that are similar to the federal ADEA.

Gender Discrimination:

Despite many improvements in the workplace for women, female employees continue to struggle for equal pay, equal opportunity to high level promotions, and an environment free of sexual harassment, pregnancy discrimination and violations of the Family and Medical Leave Act. Today, women make up only 3.1% of the senior executives at Fortune 500 companies. Studies also suggest that between 40% and 70% of women have experienced sexual harassment in the workplace.

Pregnancy Discrimination:

The Pregnancy Discrimination Act, or PDA, states that it is illegal for employers to intentionally discriminate against a pregnant employee, or to maintain a company policy which, intentionally or unintentionally, adversely affects pregnant employees. An employer also cannot discriminate on the basis of childbirth or related medical conditions, and must give the same treatment and benefits to pregnant employees as it does to other temporarily disabled employees.

Legal Help For Victims Affected By

If you or a loved one have been discriminated against at your place of employment, please fill out the form at the right for a free case evaluation by a qualified employment discrimination attorney or call us at 1-800-YOURLAWYER (1-800-968-7529).

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Report Warned Wal-Mart of Gender Discrimination Problems in 1995

Jun 4, 2010 | Parker Waichman LLP
Wal-Mart Stores was warned by lawyers in 1995 that disparities in pay and promotions were leaving the company vulnerable to a gender discrimination suit, according to a report in The New York Times. Just six years later, Wal-Mart was named in just such a lawsuit. That lawsuit, Dukes v. Wal-Mart, was filed by seven women in 2001 on behalf of all women working at the company. In April, the 9th Circuit Court of Appeals in San Francisco voted 6-5 to affirm a federal judge’s decision to...

Sexual Discrimination Lawsuit Against Wal-Mart to Proceed

Feb 7, 2007 | NewsInferno.com
A federal appeals court in San Francisco allowed a landmark sexual-discrimination lawsuit against Wal-Mart to move ahead, ruling that the seven plaintiffs were eligible for class-action status. Plaintiffs are alleging that women employed in Wal-Mart stores are paid less than male employees in comparable positions (regardless of performance ratings and seniority) and that female workers receive fewer and wait longer for promotions to in-store management positions than men. As many as 1.5 million...

Appeals Court Orders Wal-Mart Discrimation Suit To Trial

Feb 6, 2007 | www.ktvu.com
A federal appeals court ruled Tuesday that Wal-Mart Stores Inc., the world's largest private employer, must face a class-action lawsuit alleging as many as 1.5 million female employees were discriminated against in pay and promotions. The ruling by the 9th U.S. Circuit Court of Appeals upholds a 2004 federal judge's decision to let the nation's largest class-action employment discrimination lawsuit go to trial, possibly exposing the Bentonville, Ark.-based retailing powerhouse to billions of...

Restaurant to pay $2M in lawsuit

Mar 13, 2006 | www.jg-tc.com
The local Cracker Barrel Old Country Store is part of a sexual and racial harassment lawsuit ruling costing the corporation $2 million, according to an attorney with the Chicago office of the U.S. Equal Employment Opportunity Commission. On Friday, Federal District Judge Charles R. Norgle Sr. entered a consent decree that ends the workplace discrimination lawsuit brought by EEOC lawyers two years ago against the nationwide restaurant chain. The case was adjudicated in a courtroom of the U.S....

Carl's Jr. settles race claim

Dec 15, 2005 | Sacramento Bee
The parent company of Carl's Jr. burger chain has agreed to pay $255,000 to settle claims that a shift manager at an Elk Grove restaurant told co-workers that he had "white pride," used racial epithets and flashed white power signs while on the job, the U.S. Equal Employment Opportunity Commission announced Wednesday.The harassment charges were initially filed by an 18-year-old African American woman, Michal Harris, who worked at the local restaurant in 2001. The EEOC then brought...

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