Title Vii And Independent Contractors In Cuyahoga

State:
Multi-State
County:
Cuyahoga
Control #:
US-000296
Format:
Word; 
Rich Text
Instant download

Description

Plaintiff seeks to recover damages from her employer for employment discrimination and sexual harassment. Plaintiff states in her complaint that the acts of the defendant are so outrageous that punitive damages are due up to and including attorney fees.


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  • Preview Complaint For Employment or Workplace Discrimination and Sexual Harassment - Title VII Civil Rights Act
  • Preview Complaint For Employment or Workplace Discrimination and Sexual Harassment - Title VII Civil Rights Act

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FAQ

Title VII applies to employers with 15 or more employees, including part-time and temporary workers. Even an employer with less than 15 employees at the time a lawsuit is filed may meet the criteria if the employer had 15 or more employees for twenty weeks in the preceding calendar year.

Simply put, Title VII does not apply to every employer. In fact, as a general rule, it typically only covers private and public sector employers with 15 or more employees. These employees may include: Part-time employees.

Title VII of the Civil Rights Act It defines an “employer” as a person engaged in an industry affecting commerce with 15 or more employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year. Those 20 weeks do not need to be consecutive.

People who are not employed by the employer, such as independent contractors, are not covered by the anti-discrimination laws.

Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act cover employers with 15 or more employees, while the Age Discrimination in Employment Act covers employers with 20 or more employees.

Which employees are protected under the NLRA? Most employees in the private sector are covered under the NLRA. The law does not cover government employees, agricultural laborers, independent contractors, and supervisors (with limited exceptions).

Deciding Who Is Covered People who are not employed by the employer, such as independent contractors, are not covered by the anti-discrimination laws.

Laws such as the Americans with Disabilities Act, the Family Medical Leave Act, the Civil Rights Act of 1964 or ADEA are only applicable to employees, not contract workers or independent contractors.

People who are not employed by the employer, such as independent contractors, are not covered by the anti-discrimination laws.

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Title Vii And Independent Contractors In Cuyahoga