Race Discrimination Attorney, Gender Discrimination Lawyer and Disability Discrimination Law Firm Best Answers: What kind of lawyer do I need to sue my employer for discriminating against me? Do I have a claim for wrongful termination against my company for firing me for no reason? What should I do if I was fired for no reason and think it is because of discrimination?
Sometimes, an instance of employment discrimination will be simply an isolated or one-time even. Other times, it is part of a larger pattern or practice to discriminate against a certain type of people, usually based on one of the protected classes under Title VII of the Civil Rights Act of 1964 or Ohio Revised Code § 4112.01 et seq. In the case of Source One Staffing, Inc., this pattern of discriminatory practices pertained to racial minorities and women. As a result of the allegations against Source, it has now agreed to a consent decree mandating the payment of $800,000 in monetary relief to the aggrieved employees.
The employment discrimination case was filed in the U.S. District Court for the Northern District of Illinois back in 2011. The lawsuit alleged multiple violations of Title VII and the Americans with Disabilities Act (“ADA“). Specifically, the employment discrimination lawsuit alleged that Source engaged in the following conduct: the employer 1) assigned female employees to a known hostile work environment; 2) retaliated against two female employees who reported that their supervisor was making sexual advances toward them; 3) categorized jobs as “men’s work” or “women’s work” and assigned employees accordingly; 4) asked improper and unlawful pre-employment medical questions in violation of the ADA; and 5) failed or refused to assign employees to certain jobs because of their race and/or national origin. After about four years of litigation, the parties agreed to a consent decree which will result in the payment of $800,000 spread out as follows: $70,000 will go to the sexual harassment and retaliation victims. The remaining $730,000 will be distributed evenly to a class of female employees who were not considered for certain work on the basis of their sex.
The decree also sets forth various forms of injunctive and non-monetary relief such as mandated training for employees regarding Title VII and ADA law and handling reports of discrimination, and also requires Source to report (presumably to the Court or a third-party monitor) any reports or complaints of discrimination in the workplace over the decree’s three-year term.
All employees are protected under Title VII of the Civil Rights Act of 1964 and R.C. § 4112.02(A) from being discriminated against or retaliated against by their employers on the basis of race and gender/sex. Specifically, Title VII of the Civil Rights Act of 1964 prohibits race and sex discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin. Similarly, Ohio Revised Code Section 4112.02 prohibits discrimination based on gender, sex, race, color, or ancestry.
In addition, the Ohio Fair Employment Practice Act, R.C. § 4112.01 et seq., prohibits employment practices that discriminate or retaliate on the basis of race and gender/sex. This law also prohibits an employer from retaliating against any person because that person has opposed an unlawful discriminatory practice, made a complaint, testified, or assisted in any investigation, proceeding, or hearing under this law.
If you are searching “I need a lawyer because I have been wrongfully fired or terminated;” or “I have been discriminated against based on my …” race, national origin, gender, age, religion or disability; or even think that you might need an employment lawyer, then it would be best to call the right attorney to schedule a free and confidential consultation at (216) 291-4744. The Spitz Law Firm and its attorneys are experienced and dedicated to protecting employees’ rights and solving employment disputes.
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