This firm regularly assists employees whose rights have been violated due to workplace discrimination on the basis of sex, race, national origin, disability and a host of other classifications protected by federal and state laws. The Civil Rights Act of 1964, the central federal anti-discrimination law, and the California Fair Employment and Housing Act ("FEHA") each bar many employers from discriminating against any individual on the basis of sex or gender. Generally then, no employer may decline or grant employment or make any other major decision in the employment relationship -- including training, advancement, pay level, benefits, discipline and termination -- because the subject employee is a woman or a man, or a member of a particular race or religion. Rather, companies should make such decisions on legitimate, business-oriented grounds, including but not limited to the employee skills and competence. If an employment decision was made on the basis of an employee’s sex, race, national origin, or disability, then there are remedies under the law for such unlawful decision-making by the employer.
Senior management must be aware of the myriad and regularly changing legal requirements on preventing and resolving discrimination complaints. Such knowledge enables the business to set policy and make employment status decisions with minimum risk of repercussions from any current or former employee. We can and do assist clients in this process daily.