Gender Discrimination (Non-Sexual Harassment)Title VII prohibits taking adverse employment actions like termination, failing to promote, or paying employees differently based on gender. The Equal Pay Act also affords relief to employees who are compensated differently based on gender. Title VII also prevents employers from tolerating work environments where employees are forced to endure severe or pervasive harassment due to gender from co-workers or supervisors. If you successfully prove a Title VII gender claim, you are entitled to lost wages, compensatory and punitive damages, and attorneys’ fees. If you demonstrate that your employer has violated the Equal Pay Act, then you are entitled to the difference in compensation between you and the better paid employee, liquidated damages, and attorneys’ fees.
If you are employed by a state, local, or the federal government, you may also have an Equal Protection claim that would afford you the same remedies as Title VII. Unlike Title VII, the Equal Protection claim compensatory and punitive damages are not capped if awarded.
If you suspect that you have been the victim of non-sexual harassment gender discrimination in the work place, please call (470) 823-4000.
Every federal statute that prohibits discrimination in the workplace has an anti-retaliation provision. As such, it is unlawful for an employee to be retaliated against for opposing perceived discrimination or participating in an EEOC investigation regarding such discrimination. In other words, if you believe you were discriminated against and you complained to your supervisor about such discrimination and then the employer took an adverse employment action against you because of that report, that retaliatory act is unlawful. The same is true for co-workers who report discrimination or otherwise provide information regarding discrimination on behalf of a fellow employee. If you successfully demonstrate that your employer unlawfully retaliated against you, you are entitled to lost wages, compensatory and punitive damages (that may be capped depending on the number of employees), and attorneys’ fees.