Best Ohio Gender Discrimination Attorney Answer: What if a potential employer assumes I cannot perform physical tasks? Do I have recourse if I am passed up for a job because the employer wanted to hire a man? What statutes protect me from gender discrimination? How do I find the best gender discrimination lawyer in Ohio?
Over one hundred years ago, some potential employers categorically denied applications from people of Irish descent by openly posting the slogans, “Irish Need Not Apply“ or “No Irish Need Apply.” Eventually as time passed, these slogans became more obsolete. However, this progression did not stop all biases from entering the application process. In fact, forty years ago potential employers thought nothing of asking a job candidate about their marital status, or whether having children was in his or her future. Questions about religious preference, age, and health were also fair game.
Currently, federal and state laws prevent Employers from repeating these same insensitivities in Ohio and the U.S. Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, on the basis of race, color, religion, sex or national origin, and Ohio R.C. §4112.02 makes it an unlawful discriminatory practice for an employer to refuse to hire an applicant based on the applicant’s race, color, religion, gender, sex, military status, national origin, disability, age, or ancestry.
Although there are still repeated violations of these anti-discrimination laws, an employee or applicant affected by these violations has legal recourse. In other areas of the world, this may not be the case. Take for instance, China. According the story of one Chinese woman, it is still common practice to be turned away from a job based on nothing other than gender. Some employment advertisements even state, “No Women Wanted.”
The female plaintiff who goes by alias, Cao Ju, applied for a job as an administrative assistant. As a recent graduate, Ju was looking for a job in order to pay off her student loan. Ju did not think that her gender was relevant to whether or not she was able to adequately perform her job, however the company decided not to hire her because it doubted her ability to perform certain physical tasks. The main physical task Ju would have been required to do was change the large jug in the water cooler.
Eventually, the company and Ju reached a settlement agreement whereby Ju was paid 30,000 yuan, about the equivalent of $5,000.00, and she also received an apology letter from the company as well. Although this is not the largest settlement amount we’ve blogged about, the fact that the agreement was reached in a foreign country without statutes protecting against discrimination or a government agency responsible for oversight makes the settlement of critical importance for Chinese women moving forward. If you think or know that you didn’t receive a job because of your gender, race, religion, disability, or national origin it is important to contact an attorney immediately.
If you feel that you are being discriminated based on your gender or sex, then call the right attorney. It is never appropriate to discriminate against female employees. Discrimination against women includes being harassed, fired, wrongfully terminated, discriminated against, demoted, wrongfully disciplined, denied a promotion, and denied wages or not receiving equal pay. When you call the right attorney to schedule a free and confidential consultation at 866-797-6040, you will meet with an attorney from Spitz, The Employee’s Law Firm to discuss wrongful discrimination claims and help you determine the best way to pursue your gender/sex discrimination claims.
Disclaimer:
The materials available at the top of this page and on this employment law website are for informational purposes only and not for the purpose of providing legal advice. Your best option is to contact an Ohio attorney to obtain advice with respect to gender discrimination questions or any particular employment law issue. Use and access to this employment law website or any of the links contained within the site do not create an attorney-client relationship. The legal opinions expressed at or through this site are the opinions of the individual lawyer and may not reflect the opinions of Spitz, The Employee’s Law Firm, Brian Spitz, or any individual attorney.