Discrimination by Private Corporation
When you are an employee of a private business, you expect to receive the same treatment and rights as everyone else in the organization. However, discrimination in the workplace is an unfortunate reality in some businesses – despite federal law mandating equal rights for all citizens, regardless of differences.
If you or a loved one has experienced discrimination by a private corporation, please contact the offices of Rodal Law immediately to discuss your case. You may have the right to pursue compensation for your damages.
Why Choose Us?
Rodal Law is committed to fighting for equality and fairness in the workplace.
- Our lawyers are committed to your needs. Your case will always be handled directly by an attorney – not an associate or paralegal.
- We have proven experience in civil cases at both the federal and state level, with more than 1500 total cases litigated across both jurisdictions.
- We maintain open, honest communication with our clients, providing a fair evaluation of your case and understanding every facet before going through with a comprehensive legal strategy.
What Constitutes Discrimination?
Discrimination in the workplace is defined as any unfair treatment based on some sort of prejudice. This discrimination is commonly based on:
- Race or National Origin
However, discrimination can also occur due to any disabilities harbored by the employee, or any perceptions of unequal pay or compensation.
Workplace discrimination can go beyond any inappropriate remarks or verbal belittling that is normally considered discrimination. Those who are affected by discrimination in private corporations may experience:
- Denial of compensation of benefits
- Denial of any leave options, including disability and maternity leave
- Unexplained loss of shifts – or a sudden increase in shifts that are less desirable
- Denial of use of company facilities, equipment, or benefits
- Rejection of a candidate from the hiring process
It is important to note that discrimination from a private corporation can be direct or indirect – and may occur even if you are not a formal employee at the company.
Federal Laws Protecting Against Workplace Discrimination
In general, there are two laws in place protecting U.S. citizens from discrimination by a private company.
- Title VII of the 1964 Civil Rights Act is the most commonly cited federal law. According to this statute, it is unlawful to discriminate against anyone on the basis of race, national origin, sex, gender identity, color, or religion. Additionally, Title VII also prohibits any retaliation due to a person reporting, complaining, or filing any charges regarding discrimination.
- 42 U.S.C. 1981, otherwise known as Section 1981, generally protects discrimination based on race, stating that all persons in the country shall have the same employment rights and privileges as white citizens.
Why Do I Need a Lawyer?
Hiring an employment discrimination lawyer can be invaluable in determining how best to proceed with your discrimination case. It is important to note that, while Section 1981 and Title VII protect your rights, they offer varying protections – and differing options for compensation.
- Section 1981 applies only to racial discrimination, while Title VII covers more categories and ranges of people.
- Section 1981 only prohibits intentional discrimination. Title VII not only outlaws that, but also situations that may seem fair to everyone, but disproportionately exclude protected classes of people.
- A Title VII lawsuit requires filing a charge with the Equal Employment Opportunity Commission (EEOC) first before pursuing damages in civil court. A Section 1981 claim, however, may be filed without first reporting to the EEOC.
- Both statutes have varying time limits regarding a statute of limitations. An EEOC charge must be filed within 300 days of the incident, and a Title VII lawsuit must typically be filed 90 days after the EEOC’s findings are received. By contrast, an employee filing a Section 1981 lawsuit may do so within four years of the date of the original violation.
- Section 1981 has no cap on damages. By contrast, Title VII cases have a total cap of $300,000 for both compensatory and punitive damages. However, other forms of damages such as back pay, are not subject to the same cap.
Many of these factors must be taken into consideration before proceeding with a claim – and may require the help of an experienced attorney.
Contact Us Today
Discrimination at a private corporation can be frustrating, demeaning, and painful. Let Rodal Law help you seek justice for the unfair treatment you received. Contact us today for a free consultation, and see how we can help you pursue the compensation your deserve.