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Workplace Job Discrimination

There are strict Workplace Job Discrimination laws in California and employers must abide by all of them. The law does not tolerate any type of discrimination at work whether it is because of race, religion, gender, age, sexual orientation or any other type of discrimination.

Your quality of your work is what should matter, not who you are!

Workplace Job Discrimination and Retaliation are illegal in California but fighting it can sometimes be an uphill battle.  Tower Legal Group is one of your best chances of winning the case with a long successful track record with failure to promote, harassment, assault and many others.

What Are Your Rights?

There is no need for you to continue being discriminated against at your work with all of the Federal, State and local laws protecting you.

 

Discrimination 

Federal & State laws protect employees like you from discrimination of things like political affiliation, care giving responsibilities, your sexual orientation, sex, gender, age, disability, pregnancy, color/national origin and race.  These laws primarily focus on things like termination, failure to hire and promote as well as protecting you from ongoing harassment by supervisors and other employees.

Gender Discrimination
Gender discrimination is illegal, and there are federal, state and local laws designed to protect you. These laws prohibit discrimination based on sex with respect to all terms and conditions of their employment, including but not limited to: hiring, compensation, promotion, treatment on the job, termination. They also prevent employers from making employment decisions based on stereotypes or assumptions about the abilities, traits, or performance capability of individual employees based on gender. Federal, state, and local laws also prohibit retaliation against employees who oppose sex discrimination.

Race Discrimination
Federal, state and local laws prohibit an employer from discriminating against an employee based on race. These laws protect employees from being treated less favorably, receiving fewer job or promotional opportunities, termination and more—including allowing an employee to be subjected to severe or pervasive harassment—based on race.

National Origin Discrimination
Workplace discrimination due to national origin is against the law. The Civil Rights Act of 1964, as well as certain state and local laws, make it illegal for an employer to discriminate against an employee because of his or her national origin. These laws protect employees from being treated less favorably, receiving fewer job or promotional opportunities, termination and more—including allowing an employee to be subjected to severe or pervasive harassment—based on national origin.

Age Discrimination
The Age Discrimination in Employment Act (ADEA) prohibits the mistreatment of workers age 40 and over because of their age. This includes all aspects of employment including hiring, promotions, training, salary, job assignments and termination. Workplace age discrimination also includes harassment based on age that creates a hostile or offensive work environment.

Disability Discrimination
The Americans with Disabilities Act (ADA) and state and local laws prohibit discrimination on the basis of disability in all employment practices. An employer may not discriminate against a qualified individual with a disability because of that employee’s disability, nor may the employer deny the employee a reasonable workplace accommodation that would allow the employee to perform his or her job.

Family Responsibility Discrimination
Family responsibility discrimination is an umbrella term for workplace discrimination based on biases about how employees with care giving responsibilities will or should act. When an employee’s family responsibilities change, as when a child is born or a family member falls ill and requires caretaking, employers may act upon discriminatory biases – assuming, for example, that the employee will be unreliable or less dedicated to the job.

Political Affiliation Discrimination
Laws prohibiting political affiliation discrimination differ depending location and on public or private sector employment. While private sector employees are not federally protected against workplace discrimination based on political affiliation, there are some protections provided by state and local laws, including in the District of Columbia and Maryland’s Prince George’s and Howard Counties. For federal government employees, the Civil Service Reform Act of 1978 provides some protection against discrimination on the basis of political affiliation, including coercion of a federal employee to perform a political activity, such as donating time or money to a party or candidate. It also protects federal employees from discrimination for refusing to participate in such political activities.

Pregnancy Discrimination
Federal law, state laws and many local laws prohibit discrimination based on pregnancy for most employees. These laws protect you in the workplace from: less favorable treatment, fewer workplace opportunities, termination and refusal to hire. Similarly, these laws protect you if your employer denies your maternity leave or refuses to hire you because of your pregnancy.

Sexual Orientation Discrimination
Many state and local laws protect gay, lesbian, bisexual and transgendered employees from discrimination in the workplace. Federal law provides protections against sexual orientation and gender identity workplace discrimination as well. Many of these laws protect employees against retaliation by their employers for opposing unlawful discriminatory practices or for participating in the process of correcting this discrimination.

Religious Discrimination
Title VII of the Civil Rights Act of 1964, as well as many state and local laws, prohibit employers from discriminating against employees on the basis of their religion. This discrimination may come in the form of adverse employment actions, but may also include harassment based on an employee’s religion. Employers are also required to provide reasonable accommodations for their employees’ religious practices and beliefs unless the employer can demonstrate that such an accommodation would cause them an “undue hardship.”

Workplace Retaliation

In addition to the protections against direct discrimination, many state and federal laws protect employees who oppose discriminatory conditions at work and face retaliation for their actions. Unlawful retaliation can include refusal to hire, demotion, transfer to undesirable job duties, or termination of an employee who has filed a charge of discrimination within the company or with the Equal Employment Opportunity Commission (EEOC), or has participated in the investigation of discrimination.

 

If you have suffered from any type of discrimination get in contact with Tower Legal Group for excellent Sacramento Discrimination Attorney representation.