People should never feel uncomfortable or unsafe at work, especially because of discriminatory practices. Unfortunately, workplace discrimination still exists, despite state and federal laws in place to prevent it from happening.
Often, people who suffer workplace discrimination face a choice – leave their job or stay and continue to be subjected to discrimination.
At JML Law, we want you to know that you have other choices. You do not have to suffer under discriminatory practices. When you need a Woodland Hills discrimination attorney, you can count on our knowledgeable and experienced team to get you the compensation you deserve.
Workplace discrimination goes beyond the two main types people think about – racial and gender discrimination. Take a look at the types of discrimination that are prohibited under state and federal law:
In general, employers are not permitted to discriminate against anyone aged 40 and older, discriminate based on age in advertisements for available positions, the application process or interviews, discriminate against older workers when reducing the size of staff, force employees to take early retirement or retaliate against workers who file, testify or participate in an ADEA case.
Granted, each one of these cases is difficult to prove. An employee can display direct evidence of age-based bias but then the employer has a chance to explain that it would have made the same employment decision, regardless of the employee’s age.
Most of the time discrimination cases are based on circumstantial evidence- which is oppies to direct evidence. Direct evidence can look like an employer’s email that explicitly states an employee is too old. This is what makes the cases difficult to prove. The employer will likely argue that the decision was not based on age, but rather another factor. Regardless the employee still have the chance to demonstrate the employer’s explanation is not credible.
Under the Americans with Disabilities Act, ADA, disabled employees are protected from discrimination in any form of communications, public accommodations, transportation, government activities and employment. More often than not, employers are prohibited from discriminating against any or all qualified individuals with disabilities. It doesn’t matter the status, whether it be hiring, firing, benefits, compensation, promotion, training or other aspects of employment.
By definition, a disabled individual is someone who has a mental or physical impairment that limits life activities- breathing, walking, talking, etc. They also have a record or type of impairment or is viewed as having the impairment.
The Civil Rights Act implemented Title VII which bans employers from discriminating against employees or applicants based on race. Employers who base decisions on stereotypes or make assumptions regarding race, color, ancestry, etc. is prohibited.
The concept of subtle discrimination which is workplace policies that negatively impact members of a certain racial group is also against the law. A few inappropriate, yet common interview questions to be on the lookout for are:
Employers are not allowed to discriminate in the decision to hire, transfer, pay or any other employment-related conditions on the basis of an applicant or employee’s sex. Men and women alike are protected from gender-based discrimination.
You can see that federal and state protections cover a wide range of types of discrimination. Historically, people have faced discrimination in the workplace for all of the items listed above. Unfortunately, that same discrimination still exists today. People often have trouble getting hired if they are in those groups. If they do get hired, they often are given lower-paying jobs or are forced to work in unsafe conditions.
Workplace discrimination also limits a person’s ability to get promoted or receive pay raises.
Women who are pregnant or have recently given birth are further protected under the California Family Rights Act, which includes extended leave for a complicated pregnancy.
Many people suffering from workplace discrimination cannot simply quit and find another job. Many are working paycheck to paycheck and cannot jeopardize their financial livelihood. People hold on to their jobs, hoping that the discrimination will stop. Sometimes they are even terminated from their job when they do complain to management.
We want you to know that, if you are still employed in an environment that is discriminating against you, we will work to make sure that discrimination is stopped. Then, we will work to secure compensation for the following:
If you experience discrimination in the workplace it is ideal to keep a running log with as much detail as possible. You also want to determine your employer’s policy for reporting such behavior. Consulting with a JML attorney is important to preserve your rights.
The Title VII implements time limits for bringing forth a discrimination case. A claim must be filed within 180 days of the alleged act. However, each state sets out different time limits. JML can advise you on specific time limits. Call JML now if you have a potential case on your hands.
If you have suffered from or continue to endure workplace discrimination, we want you to know that state and federal law is on your side. Our discrimination attorneys in Woodland Hills will fight for your rights. At JML Law, we believe that everyone has the right to be treated fairly in the workplace, despite their race, color, age, sexuality, or anything else that makes them an individual. We will stop at nothing to get to the bottom of your case and secure the compensation you deserve. You can contact us by clicking here or calling us at 818-610-8800 for a free consultation. Coming forward is the best way to stop workplace discriminatory behavior.
Every case is unique and needs to be evaluated by our experienced lawyers. If you have been injured in a work-related accident,