Despite federal and state laws that prohibit California employers from discriminating against employees due to their sex, many workers still experience mistreatment at work. Even when they know such conduct is unlawful, many employees do not take action by reporting sex discrimination or harassment due to the personal nature of these situations. Our sexual discrimination attorneys at Minnis & Smallets, LLP are committed to helping workers enforce their rights when adverse employment actions hold them back. Please contact our office to schedule a free consultation with an Alameda County sex discrimination lawyer today. Some important information about sexual discrimination in California may also be useful.
It is unlawful for employers to discriminate against workers and job applicants because they bear certain traits or characteristics. Treating an employee differently because of sex is one type of prohibited conduct. At the federal level, Title VII for the Civil Rights Act of 1964 provides employees with different legal remedies if they experience sexual discrimination at work. The law applies to all levels of government and governmental bodies, as well as private employers that employ 15 or more people.
California’s statute on sex discrimination, the Fair Employment and Housing Act (FEHA), includes many of the same prohibitions as federal law. However, it is more expansive because the law applies to employers with five or more employees.
To prove a claim for sex discrimination, an employee must present evidence that the employer engaged in adverse employment actions because of sex, such as:
Though some employers implement internal policies regarding sex discrimination, employees have additional options to enforce their rights. The Equal Employment Opportunity Commission (EEOC) is charged with enforcement of federal discrimination laws, and the California Department of Fair Employment and Housing (DFEH) handles claims under state law. It is necessary to go through these channels initially to address sex discrimination in the workplace.
If an employee is dissatisfied with how the EEOC or DFEH resolves a sexual discrimination claim, the next step is to file a lawsuit in court. Through a civil cause of action, workers can seek compensation for back and future pay, as well as emotional distress.
For more information regarding sexual discrimination in the workplace, please contact Minnis & Smallets, LLP by calling 1-415-551-0885 or visiting us online. We can schedule a free consultation with an experienced sex discrimination attorney who can explain employee rights and legal remedies.