Wednesday, July 17, 2013

EEOC-enforced Laws Mastered by Top Employment Discrimination Law Firm

California employees have been subjected to various kinds of discrimination in the workplace. Since some abusive employers think that they have the power over their workers, some employees fall victims to discriminate and abusive deeds of their supervisors or bosses. Fortunately, the state government of California realizes this and so it implements many anti-discrimination laws. These pieces of legislation help ensure that the rights of every worker in California are protected. What are these laws and how do these give you the protection that you need as an employee?

Title VII of the Civil Rights Act of 1964

Discrimination is rampant in the workplace and most of the time some of the victims don’t know the remedies that could help them fight for their rights. Title VII of the Civil Rights Act of 1964 provides a legal remedy for workers, giving them protection from Color or Racial Discrimination, Religious Discrimination, National Origin Discrimination and Sex or Gender discrimination. Through the Equal Employment Opportunity Commission (EEOC), one victim can press charges against his or her abusive employer and receive damages for all the pain and suffering that he or she has experienced and endured.

Pregnancy Discrimination Act

In the Civil Rights Act, pregnant women are also given protection. However, the statutes of sex discrimination are rather vague, closing some loopholes that some employers tend to abuse. And so, the government came up with a more appropriate law to cover the unique situation experienced by pregnant women. Under this law, discriminatory acts against mothers are prohibited, which include discrimination as a result of pregnancy, childbirth, or when they experience a medical condition related to both pregnancy and childbirth. Moreover, employers cannot retaliate against a pregnant employee after she has complained about being a victim and filing a discrimination charge, or for being part of an investigation or lawsuit about employment discrimination.

Equal Pay Act of 1963

Some employees, especially women are common victims of discrimination, especially when it comes to their wages. That is why in 1963, the Equal Pay Act (EPA) was implemented. Under this law, employers are prohibited from paying different wages to men and women given that they are performing equal work in the same workplace. Moreover, this law prevents employers from retaliating against one person for complaining and filing a charge of discrimination. Employers also can’t retaliate against someone who submitted him or herself to a discrimination investigation or lawsuit.

Age Discrimination in Employment Act of 1967 (ADEA)

People over the age of 40 are more likely to get subjected to discrimination because of their age. That is why this law offers protection to these people from discrimination because of their age as well as retaliation for filing a charge or taking part of an investigation for employment discrimination.

Title I of the Americans with Disabilities Act of 1990 (ADA)

A person with disability needs all the help that he or she can get to help boost their effectiveness and productivity in the workplace. However, the sad truth is that people with disabilities are falling victims of discrimination. And so this law prohibits discrimination against people with disabilities in the workplace. Under this law, employers are required to provide reasonable accommodation to qualified employees with known physical or mental limitations.

Sections 102 and 103 of the Civil Rights Act of 1991

This amendment to the 1964 version of the Civil Rights Act is aimed to allow jury trials and compensatory as well as punitive damage awards in cases of intentional discrimination.

Sections 501 and 505 of the Rehabilitation Act of 1973

This law helps guarantee that qualified people with disability in the federal government won’t be falling victims to different kinds of discrimination. Like any anti-discrimination laws mentioned, retaliation against people filing a complaint under this law as well as those that have been a part of investigations for any act of discrimination is prohibited. Moreover, this law also requires employers to provide reasonable accommodation for qualified people with known physical or mental limitations.

Genetic Information Nondiscrimination Act of 2008 (GINA)

This specific law was especially made to help give protection to people from being discriminated because of genetic information or any information about a disease, disorder, or condition of a person’s family members. As mentioned above, retaliation is also prohibited for employees who files a case or participates in an investigation of any case of discrimination.

The secret of a victim’s victory in employment discrimination case relies on the good preparation of his or her case and the best representation in the courts. That is why it is critical to hire the services of top California employment discrimination lawyers to help you out with your claims. Good Employment Discrimination lawyers will bolster your chances of winning your claim, letting you get the justice that you truly deserve. Workers are very important in making sure that the country’s economy moves forward. That is why employee rights should be upheld and protected at all times.