The main civil rights act dealing with employment discrimination is Title VII of the Civil Rights Act of 1964. It prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin. It was amended in 1972 by the Equal Employment Opportunity Act. This Act created the Equal Employment Opportunity Commission which is commonly referred to as the EEOC. If you are the victim of employment discrimination, you can file a charge with the EEOC if you employer or prospective employer has 15 or more employees. The EEOC will then investigate the charge and can file suit on behalf of the employee if it believes that the charge has merit.
Wyoming Complaint for Racial Discrimination in Employment, Constructive Discharge and for Damages for Discrimination in Promotion by Employer - Equal Employment
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The Act prohibits discrimination based on race, color, religion, sex or national origin. Sex includes pregnancy, childbirth or related medical conditions. It makes it illegal for employers to discriminate in relation to hiring, discharging, compensating, or providing the terms, conditions, and privileges of employment.
Title VII of the Civil Rights Act of 1964 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 or national origin.
Section 102 of the Civil Rights Act of 1991 amends the Civil Rights Act of 1866 and provides for awards of compensatory damages in cases of intentional discrimination. 42 U.S.C.A.
You can get compensation for any money you've lost because of the discrimination. This could be the difference in salary if you didn't get a promotion. As a starting point, work out what your losses would be if it takes you a year to find a job which pays the same as the promotion.
Job Assignments & Promotions An employer may not base assignment and promotion decisions on stereotypes and assumptions about a person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.
Compensatory damages pay victims for out-of-pocket expenses caused by the discrimination (such as costs associated with a job search or medical expenses) and compensate them for any emotional harm suffered (such as mental anguish, inconvenience, or loss of enjoyment of life).
Compensatory damages (including back pay) paid to satisfy an employment discrimination claim are generally subject to federal income tax and to withholding. Payments received in settlement of an anti-discrimination suit may qualify for exclusion from income and, ingly, withholding, under IRC § 104(a)(2).
Ing to the Equal Employment Opportunity Commission (EEOC), the average settlement for employment discrimination claims is about $40,000. However, depending on the facts and circumstances of the case, settlements or verdicts can climb to seven figures.