In the United States, state and federal government laws have been established to protect people and organizations from discriminating against others because of their characteristics. In the workplace, people are protected from discrimination law under the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities in Employment Act, and other state and federal laws.
If you or a loved one believes they are being discriminated against in the workplace, the Sacramento employment lawyers at the Arnold Law Firm welcomes you to call our legal team today at (916) 777-7777 for a free review of your case.
Color, Race, or Natural Origin Discrimination
There are two types of discrimination concerning color, race, and natural origin addressed under Titles VI and VII of the Civil Rights Act of 1964. This states that an employer could be in violation of the law if:
They limit, classify, or segregate employees in any way to deprive an individual of employment opportunities or affect the status of the employee because of race, color, or origin.
They refuse or fail to hire or fire any individual or discriminate against the individual in respect to their compensation, terms, conditions, or privileges of employment due to their race, origin or color.
The Equal Pay Act of 1963 states that employers are not allowed to discriminate on the basis of an employees sex in payment of wages. Employees of opposite sexes are not allowed to be denied an equal compensation for performing equal work in the same establishment. While sexual discrimination does not apply to wages, some examples of sexual discrimination include:
In the Age Discrimination in Employment Act of 1967 it states employees over the age of 40 cannot be discriminated against in the workplace. Under this act, employers are restricted from:
Offering different terms, compensation, or conditions
Refusing to hire or discharge an employee
Segregating, classifying, or limiting an employee in a way that could adversely affect ones employment opportunities
In the American with Disabilities Act of 1990 along with Section 504 of the Rehabilitation Act of 1973, Titles I and V, prohibit employment discrimination of qualified persons as a result of their disability. Both of these Acts apply to private and governmental positions. Some common acts of discrimination based on disability include:
Denying a person the opportunity to participate as a member for the planning and advisory board
Denying benefits, aid, or services provided to other employees
Establishing criteria to screen out those with disabilities, unless the criteria is vital to the position
Executing programs, activities, and services which do not meet the needs of qualified people with disabilities
Providing different aids, services, or benefits unless necessary
In Title VII of the Civil Rights Act of 1964, it prohibits employers from hiring, firing, and creating special terms of employment based on a persons religion or beliefs. This act also requires employers to accommodate religious practices of an employee unless doing so would create problems in the organization.
This Act was established to protect employees from being intimidated, ridiculed, and insulted to create a safe work environment for everyone. Some forms of discrimination prohibited by this Act includes:
Affiliation with religious group
Association or connection with person or religious organization
Cultural or physical characteristics such as language or accent related to religion
Perception that an individual is a member of a particular religious group
Recoverable Damages for Discrimination
Under Title VII, a victim of discrimination may be entitled to many forms of compensation. The following includes some forms of compensation discrimination victims may be entitled to:
At the Arnold Law Firm, our workplace discrimination lawyers would like to inform all employees fallen victim of workplace discrimination to file a formal complaint with the U.S. Equal Employment Opportunity Commission (EEOC), which will determine if there could be a solution between employer and employee.
If the case is not resolved, a civil lawsuit could be launched on behalf of the employee or gives the ability to the employee to file a lawsuit.
If an employee decides to file charges, they must be filed within 300 days of the act of discrimination, or they may lose this opportunity. Our discrimination lawyers are prepared to fight for your rights, contact us at(916) 777-7777.
Free Case Evaluation
Excellent representation! Very professional and efficient. Stephanie is especially responsive, available and kept me informed throughout process.
They are the best. Never had any problems.
A law suit isn’t easy, finding a good lawyer is hard, and the process can be long. With everything being said, it’s nice to have a team that truly cares, goes above and beyond for you/your case, and works in your best interest. Even the woman that work at the front desk are extremely welcoming and incredibly sweet. So if you’re looking for a lawyer, call Arnold Law Firm. You won’t be disappointed.Thank you Joshua, Anna, the rest of the team, and Arnold Law Firm for being incredible! Like I said, I couldn’t be more grateful for the hard work and care you have put into my case.
I would highly recommend Arnold Law Firm, especially George Chryssafis. He did an excellent job.
Working with Jesus in Arnold Law Firm was amazing. He always gave me the best advice in every step throughout my claim and did his best to get me the best most possible outcome asap. They were very patient with me and even gave me a farewell gift bag. Highly recommend :)