Call Now (214) 528-6500
Toll Free (800) 313-4020
The Law
Office of Rob Wiley, P.C.
TOXIC
WORKPLACE.com
Discrimination
Age | Disability | Gender | National Origin | Pregnancy | Race | Religion | Sexual Harassment | Sexual Orientation | Retaliation
Fairpay
Overtime
| Benefits
| Minimum
Wage |
Unpaid Wages |
Unpaid
Commissions |
Retaliation
Leave
Medical Leave -
Self |
Medical Leave - Family |
Pregnancy Leave
| Military Leave
| Retaliation
Disclaimer
If you submit your case online, we will review your
submission to evaluate whether representation could be appropriate for
the firm. If we believe representation may be appropriate, we will
contact you to obtain additional information. Submitting your
information online does not create an attorney-client relationship.
If we decide to accept your case, both of us will sign a written
representation agreement setting forth the terms and conditions of the
representation. Please do not submit confidential information
online.
GENDER DISCRIMINATION
Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the basis of sex as well as race, color, national origin, and religion. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.
It is unlawful to discriminate against any employee or applicant for employment because of his/her sex in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. Title VII also prohibits employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of individuals on the basis of sex. Title VII prohibits both intentional discrimination and neutral job policies that disproportionately exclude individuals on the basis of sex and that are not job related.
Title VII's prohibitions against sex-based discrimination also cover:
- Sexual
Harassment
This includes practices ranging from direct requests for sexual favors to workplace conditions that create a hostile environment for persons of either gender, including same sex harassment.
-
Pregnancy Based Discrimination
Title VII was amended by the Pregnancy Discrimination Act, which prohibits discrimination on the basis of pregnancy, childbirth and related medical conditions.
The Equal Pay Act of 1963 requires that men and women be given equal pay for equal work in the same establishment. The jobs need not be identical, but they must be substantially equal. Title VII also prohibits compensation discrimination on the basis of sex. Unlike the Equal Pay Act, however, Title VII does not require that the claimant's job be substantially equal to that of a higher paid person of the opposite sex or require the claimant to work in the same establishment.
It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.
Statistics
In Fiscal Year 2004, EEOC received 24,249 charges of sex-based discrimination. EEOC resolved 26,598 sex discrimination charges in FY 2004 and recovered $100.8 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation).
Robert J. Wiley is the attorney responsible for this website.
Robert J. Wiley is licensed to practice law in California, Texas, and Washington, D.C.
Robert J. Wiley is a Texas Board of Legal Specialization Board Certified Specialist in Labor and Employment Law.
The firm is headquartered in Dallas, Texas.
The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome your calls, letters and electronic mail. Contacting us does not create an attorney-client relationship. Please do not send any confidential information to us until such time as an attorney-client relationship has been established.