Under Federal law, there are many job protections afforded to individuals employed in private workplaces. These protections are designed to prevent job discrimination.

For example, under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), it is illegal to discriminate in any aspect of employment, including:

• hiring and firing; 
• compensation, assignment, or classification of employees; 
• transfer, promotion, layoff, or recall; 
• job advertisements; 
• recruitment; 
• testing; 
• use of company facilities; 
• training and apprenticeship programs; 
• fringe benefits; 
• pay, retirement plans, and disability leave; or 
• other terms and conditions of employment. 

Discriminatory practices under these laws also include:

• harassment on the basis of race, color, religion, sex, national origin, disability, or age 

• retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices 

• employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities 

• denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group. 

Title VII of the Civil Rights Act prohibits not only intentional discrimination, but also practices or policies that result in discriminating against individuals because of their race, color, national origin, religion, or sex.

Contact our firm.  The consultation is free and confidential.  We work with established class action law firms which may be able to help you through your employment claim.