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.
Title Vii Rights Within The Workplace In San Diego
State:
Multi-State
County:
San Diego
Control #:
US-000296
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Word;
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FAQ
Title VII of the Civil Rights Act does not cover federal employees or independent contractors. However, federal employees are protected against discrimination by other federal anti-discrimination laws.
California Chamber of Commerce defines discrimination in the workplace as either actions taken against employees or that give differential treatment to employees “because they belong to certain protected classes,” such as race, color, gender, sexual orientation, origin, medical condition, religion, disability, and age.
Compare your work, conduct and treatment to that of those outside of your protected class as much as possible. Provide proof that others of similar qualifications have been given better opportunities, projects that are more favorable and superior treatment.
The following definitions are from the University of California – Anti-Discrimination Policy. Discrimination is defined as an Unfavorable Action taken because of an individual's actual or perceived Protected Category.
Title VII applies to employers in both the private and public sectors that have 15 or more employees. It also applies to the federal government, employment agencies, and labor organizations. Title VII is enforced by the Equal Employment Opportunity Commission.
What remedies/damages are available in a Title VII lawsuit? Plaintiffs have a right to jury trials under Title VII, and successful plaintiffs can be awarded lost wages (both past and future), mental/emotional distress (compensatory) damages, punitive damages, and attorneys' fees.
Compare your work, conduct and treatment to that of those outside of your protected class as much as possible. Provide proof that others of similar qualifications have been given better opportunities, projects that are more favorable and superior treatment.
Title VII applies to employers with 15 or more employees. 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.
Report discrimination to a local Fair Employment Practices Agency (FEPA). If the discrimination breaks both a state and federal law, the FEPA will also send your complaint to the EEOC. Use the EEOC's directory of field offices to find the FEPA near you.
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Title VII protects employees from discrimination based on their membership in a protected class. The San Diego Discrimination attorneys of Employment Law Assist are here to help.Call now for a FREE CONSULTATION ! Harassment is prohibited in all workplaces, even those with fewer than five employees. Contact A San Diego discrimination attorney at Bodell Law Group at if you have been the victim of discrimination in the workplace. Right to a Safe Work Environment: Employees are entitled to a workplace free from hazardous conditions and potential safety threats. Title VII makes it unlawful for an employer to treat someone unfavorably based on race, color, religion, sex, or national origin. Under Title VII, employment agencies cannot base their referrals and work assignments on race. Labor unions also cannot make membership decisions based on race. Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.