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.
Alabama Complaint For Employment or Workplace Discrimination and Sexual Harassment - Title VII Civil Rights Act
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US-000296
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How to fill out Complaint For Employment Or Workplace Discrimination And Sexual Harassment - Title VII Civil Rights Act?
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FAQ
Title VII of the Civil Rights Act of 1964, as amended, prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy and sexual harassment) or national origin.
Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. The Civil Rights Act of 1991 (Pub. L. 102-166) ( CRA ) and the Lily Ledbetter Fair Pay Act of 2009 (Pub. L. 111-2) amend several sections of Title VII.
In most cases, you have just 180 days (6 months) to file a discrimination claim with the Equal Employment Opportunity Commission (EEOC), which is the federal agency charged with enforcing anti-discrimination laws. This official filing is a requirement before you can file a lawsuit against your employer for harassment.
Title VII is a provision of the Civil Rights Act of 1964 which prohibits discrimination in virtually every employment circumstance on the basis of race, color, religion, gender, pregnancy, or national origin. In general, Title VII applies to employers with 15 or more employees.
Discriminatory Policies in Violation of Title VII Disparate treatment involves intentional discrimination by an employer. For example, a football league with the policy that women may not hold any decision-making position with the league probably would violate Title VII's prohibition against sex discrimination.
Since Alabama does not have a general anti-discrimination statute, unlike most other states, you will need to file your claim with the EEOC (for employment claims) or the U.S. Dept. of Justice (for ADA or other claims).