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Best Ohio Gender Discrimination Lawyer Answers: What are gender discrimination cases worth? Can men be given more chances to prove themselves than female employees? What should I do if I was fired today because I complained about my boss discriminating against women workers?

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Title VII of the Civil Rights Act of 1964 and Ohio Revised Code § 4112.02(A)  protect employees from sex based discrimination, as well as race/color, religion, and national origin discrimination. That means an employer cannot treat employees differently or terminate an employee because of their gender. (See Can My Job Only Fire Women When Downsizing?; Lawyer: Do I Have A Gender Discrimination Claim If I Quit?; Do Women Have To Accept An Existing Sexist Work Culture?; and Can I Be Fired If My Boss Thinks I’m Not Manly Enough?). Gender discrimination involves treating employees differently because they are women or men. Gender discrimination can take the form firing women, or only promoting men. Gender discrimination can be harassing employees because they are men or because they are women. Gender discrimination can be committed by female managers or male bosses. Gender discrimination can be inflicted upon executive men or women that work at Chipotle.

Although our employment discrimination attorneys have blogged about this gender discrimination case before, let me reset the facts. In Reynolds v. Chipotle Mexican Grill, the United States District Court for the Southern District of Ohio, was faced with a question: Did Chipotle engage in a pattern and practice of discriminating against and/or terminating female managers? Seven female former managers of Chipotle alleged that Chipotle discriminated against them because they were female. The court found that there was enough evidence that a jury could reasonably decide that Chipotle had discriminated against and wrongfully terminated some of these employees based on their gender. This evidence included: Male managers were given longer periods of time to be promoted to General Manager before they were terminated; female managers were replaced with male managers; male managers received worse or comparable audit scores and were not fired; male manager’s comments about female managers being “emotional”; male manager’s comments that a female manager should replace her female apprentice with a male; male manager’s comment that there was “too much estrogen” in the restaurant. Although some of the evidence that the court considered included gender-based comments, some of the evidence was merely the difference between the way Chipotle treated its male and female managers. Ultimately, the court did not decide whether Chipotle had discriminated against the female employees. The court’s decision was only that there was enough evidence that a jury could find that Chipotle had discriminated against the female employees, and the case should proceed to trial.

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The case did go to trial, and the jury did find that Chipotle discriminated against and wrongfully terminated some women based on their gender. The three women were awarded $600,000 in damages for the gender discrimination and wrongful terminations. There are two more female employees with pending lawsuits against Chipotle for gender discrimination. Their trials are set for April, stay tuned for another update.

Chipotle is just not having a year. I tend to think that it is all karma.

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 The Spitz 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 The Spitz Law Firm, Brian Spitz, or any individual attorney.