Chicago, IL Workplace Discrimination Attorney
STANDING AGAINST
WORKPLACE DISCRIMINATION UNDER TITLE VII
The landmark Title VII of the Civil Rights Act of 1964 serves as a shield against workplace discrimination rooted in factors like race, national origin, religion, and skin color. This comprehensive legislation not only bars discriminatory practices but also extends its protection to encompass harassment and other adverse employment actions.
The law disallows any form of harassment or employment decision that stems from an individual's affiliation with a specific religious or ethnic group, physical or cultural attributes, or attire, including accents, or from perceptions about a person's association with a particular racial, national origin, or religious category, regardless of the accuracy of such perceptions.
For employees facing discrimination, it's important to understand that Title VII prohibits employers from discriminating due to race or color across hiring, termination, promotions, compensation, job training, and all other aspects of employment terms and privileges, whether the conduct is intentional or embedded in seemingly neutral policies.
Title VII is grounded in the principle of ensuring equality and fairness in the workplace. Because employment decisions based on stereotypes or presumptions about a racial group's capabilities or characteristics disproportionately impact minority employees, it's important to build a case that clearly demonstrates how these practices have affected your career.
PROTECTING WORKERS AGAINST AGE DISCRIMINATION UNDER THE ADEA
The Age Discrimination in Employment Act (ADEA) of 1967 shields workers aged 40 and above from workplace age discrimination. Covering employers with 20 or more employees, this federal law bars bias in hiring, firing, promotions, compensation, and other terms of employment based on an individual's age.
Gender Discrimination
Title VII of the Civil Rights Act of 1964, along with state and city laws, firmly prohibits gender discrimination across the spectrum of employment. This offense can materialize at any stage of the employment journey, encompassing disparate treatment, disparate impact, and the creation of a hostile work environment through sexual harassment.
Gender discrimination takes various forms, including treating employees differently based on their gender, known as disparate treatment, or maintaining policies that adversely affect them due to gender, known as disparate impact. Sexual harassment and the fostering of a hostile work environment also fall within the scope of unlawful conduct.
