According to the U.S. Equal Employment Opportunity Commission (EEOC), 84,254 charges of discrimination were filed throughout the country in 2017. Civil rights laws protect employees from unlawful conduct that affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.
If you have been a victim of employment discrimination, we can help you file a formal charge of discrimination and navigate the administrative processes conducted by the EEOC, prove that your employer’s conduct was unlawful and help you recover front and back pay. The employment discrimination attorneys and Powell and Castillo will hold your employer accountable and make sure that you are made whole after you’ve suffered an adverse employment decision.
Employers who have been found liable for employment discrimination are often required to conduct anti-discrimination training of their work force and implement anti-discrimination policies designed to prevent any additional discrimination in the future.
Sex and Sexual Harassment – Sex discrimination involves treating someone unfavorably because of that person's sex or gender identity. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex.
Disability – Disability discrimination occurs when an employer covered by the Americans with Disabilities Act or the Rehabilitation Act treats a qualified individual with a disability unfavorably because they have a disability.
National Origin – National origin discrimination involves treating people unfavorably because they are from a particular country or region, because of ethnicity or accent, or because they appear to be of a certain ethnic background.
Race – Race discrimination involves treating someone unfavorably because they are of a certain race or because of personal characteristics associated with race, such as, hair texture, skin color, or certain facial features.
Harassment – Harassment is unwelcome conduct that is based on race, color, religion, sex pregnancy, national origin, age, disability or genetic information. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
Age – Age discrimination involves treating a person less favorably because of their age. The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older.
Religion – Religious discrimination involves treating a person unfavorably because of their religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs.
Equal Pay – The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal.
Genetics – Genetic Information Nondiscrimination Act of 2008 (GINA) makes it illegal to discriminate against employees or applicants because of genetic information and prohibits the use of genetic information in making employment decisions, restricts employers from requesting, requiring or purchasing genetic information, and strictly limits the disclosure of genetic information.
Pregnancy – Pregnancy discrimination involves treating a woman unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The Pregnancy Discrimination Act (PDA) forbids discrimination based on pregnancy when it comes to hiring, firing, pay, job assignments, promotions and more.