Discrimination law
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Discrimination, our practice area related to discrimination law
Federal, state and local anti-discrimination laws prohibit workplace discrimination based on an employee's race, sex, religion, national origin, pregnancy, age, or disability. Employees working in the District of Columbia and other localities are also protected from discrimination based on their sexual orientation, family responsibilities, personal appearance, matriculation, or political affiliation. These laws protect employees from discrimination with respect to all terms and conditions of their employment, including hiring, compensation, promotion, treatment on the job, and termination. These laws also bar employers from making employment decisions based on stereotypes or assumptions about the abilities, traits, or likely performance of individuals because of their sex, race, age, religion, or ethnic group, or disability. -
Age discrimination, our practice area related to discrimination law
The Age Discrimination in Employment Act ("ADEA"), as well as certain state and local laws, prohibits age-based workplace discrimination against an employee age 40 and over. An employer may not, for example, give less favorable treatment or job opportunities to an employee because of his or her age, target older employees during a layoff, or pressure older workers to retire. -
Race and National Origin Discrimination and Harassment, our practice area related to discrimination law
Federal and state laws prohibit an employer from discriminating against an employee because of that employee's race or national origin. An employer may not give an employee less favorable treatment, fewer job or promotional opportunities, or terminate or refuse to hire an employee because of that employee's race, ethnicity, or national origin. An employer may not adopt policies that disproportionately impact members of a particular race unless the employer can demonstrate that there is a legitimate business necessity for such policies. -
Sex and Pregnancy Discrimination, our practice area related to discrimination law
Federal and state laws prohibit an employer from discriminating against an employee because of that employee's sex. An employer may not give an employee less favorable treatment, fewer job or promotional opportunities, or terminate or refuse to hire an employee because of that employee's sex. An employer also may not make employment decisions based on stereotypes of how women should act in the workplace (e.g. placing women onto the "mommy track," assuming that a women is the "secondary breadwinner" for her family and does not need the same job opportunities as a man). -
Harassment in the Workplace, ALI-ABA Course of Study
This chapter provides an overview of harassment employment law claims under Title VII and Section 1981, with an emphasis on sexual and racial harassment claims, and a briefer presentation of concurrent state civil rights remedies. -
Court Gives OK to Unequal Pay
In her lawsuit, Ledbetter v. Goodyear Tire and Rubber Co. Inc., Ledbetter accused her longtime employer of pay discrimination under Title VII of the 1964 Civil Rights Act. Although Ledbetter started work at Goodyear's Gadsden, Ala., manufacturing plant in 1979 at the same salary as her co-workers, over the years she lost ground. By the time she retired in 1998, Ledbetter, the only woman in her position, was the lowest-paid of all the managers, earning 20 percent less than the next-highest paid - a man with significantly less experience. Compared to those managers with similar experience, she was earning up to 40 percent less.