Charleston Workplace Discrimination Lawyers
Under Title VII of the Civil Rights Act of 1964, unequal pay and unequal treatment along race, gender, age, and religious, lines is prohibited. For this reason, discrimination in the workplace is rarely overt; rather, employers typically engage in a pattern of behavior that involves treating certain classes of people differently than others. Patterns of discrimination often reveal themselves in evaluating hiring and firing decisions of a company over time, as well as who was promoted and why.
At the law office of Stewart Bell, PLLC, our employment discrimination attorneys expose workplace discrimination by reviewing company records and patterns of hirings, firings, and promotions. We cross-exam supervisors, managers, and human resources personnel in order to highlight contradictory claims regarding worker qualifications, employee reviews, and access to opportunity within a company.
If you believe you’ve been discriminated against due to race, gender, religious affiliation, or age, contact workplace discrimination lawyers at Stewart Bell, PLLC today by calling 304-345-1700.
Forms of Workplace Discrimination
The employment law attorneys at Stewart Bell, PLLC represent clients in regard to the following kinds of workplace discrimination issues:
- Denial of promotion due to age, race, or sex
- Different treatment due to pregnancy / FMLA leave
- Layoffs disproportionately effecting people by race, sex, or age
- Unequal work assignments according to race, sex, or age
- Unequal pay for equal work
- Presence of racial or sexually demeaning jokes or comments in workplace
The 1991 Civil Rights Act and "Disparate Impact"
In 1991, Congress amended the Civil Rights Act of 1964 in order to strengthen certain provisions within it. Specifically, the 1991 Civil Rights Act removed a burden of proof requirement that required employees to prove an alleged discriminatory hiring practice disproportionately effected them. In the past, a company could circumvent this kind of allegation by arguing a business necessity required it. The 1991 Civil Rights Act removed this defense for employers engaging in discriminatory behavior.
As a result, employers who engage in discriminatory hiring or promotional practices can no longer defend them as a function of business needs. By extension, this applies to post-hiring practices as well. As a result, pregnant women or people suffering from a disability cannot be denied their rights under the Family Medical Leave Act (FMLA) or the Americans with Disabilities Act.
Just because a pregnancy or a person with a disability must be absent from work for a period of time does not justify a company in firing them or denying them a promotion and equal treatment under the law.
Contact Our Charleston Workplace Discrimination Attorneys
Before you contact the Equal Employment Opportunity Commission (EEOC), contact the law office of Stewart Bell, PLLC today to schedule a free consultation to discuss your case.
If you contact the EEOC, they are required by law to open a case file and contact your employer as part of their investigative process. Not only could this jeopardize your case - giving your employer time to remove incriminating evidence - it could lead to the loss of your job. Our experienced employment law attorneys know how to prepare and investigate job discrimination cases and protect our client’s job as well.
Call us today at 304-345-1700. We have staff ready to take your call and after some brief, initial inquiries about the nature of your call you will be quickly connected to one of our highly-skilled attorneys to discuss the merits of your claim.