The Presence of Gender Discrimination in the Workplace
Gender discrimination is a significant problem for many workers in Texas. From failure to hire because of gender to denial of certain benefits or promotion opportunities on the basis of sex, gender discrimination can take many forms. Often, employees complain of work environments that are particularly hostile for their specific gender. This might be something as seemingly nonchalant as sexist comments or jokes.
Sexual harassment is a common type of gender discrimination. This specific type of discrimination has its own particular set of laws and procedures.
Common forms of sexual harassment in the workplace include:
- Unwelcome sexual advances
- Unwanted physical contact
- Sexual-related verbal abuse
- Unwanted communication that is sexual
- Employment offers made in exchange for sexual favors
My talented legal team has helped employees overcome the challenges of gender discrimination in relation to:
- Disciplinary actions
Protections Against Gender Discrimination
There are many state and federal laws in place to protect employees from gender discrimination in the workplace.
Some of the laws that protect workers from gender discrimination include:
- The Civil Rights Act of 1964 – Under this Act, it is unlawful for employers to discriminate against their workers on the basis of gender in relation to the terms of their employment. Employers must provide equal pay to female and male workers who perform the same job duties. If a job has a condition where gender is a “bona fide occupational qualification,” the employer is permitted to exercise discrimination based solely on gender. According to Title VII, workers must submit a complaint within 300 days of the most recent act of gender discrimination.
- The Lily Ledbetter Fair Pay Act of 2009 – This Act enables employees to challenge their employers on long-term pay deficiencies based on gender discrimination by filing an equal-pay lawsuit.
- The Equal Pay Act of 1963 – The Equal Pay Act explicitly prohibits employers from unequal compensation and treatment of women. Under the law, it is illegal for specific employers to compensate workers of one gender less than workers of a different gender when performing jobs that require similar skill, responsibility, and effort.
Call Today for Strategic Representation
If you are ready to file a claim against your employer for gender discrimination, contact the Hommel Law Firm. A Tyler gender discrimination lawyer can help you navigate the complexities of employment law and fight for a fair outcome to your case. Having taken over 100 cases to trial with a jury verdict, I know what it takes to help our clients succeed.
Wage & Hour Collective Action $1.375M Gross, $800K Net Recovery$1.375 Million Gross, $800,000 Net Recovery to Clients
Workplace Injury & Wrongful Termination $175K Gross, $102K Net Recovery$175,000 Gross, $102,000 Net Recovery for Client
Police Shooting Death $140K Gross, $90K Net Recovery$140,000 Gross, $14,892 Expenses, $50,043 Attorney's Fees
Sexual Harassment By Supervisor $95K Gross, $66.5K Net Recovery$95,000 Gross, $1,830 Expenses, $37,268 Attorney's Fees
Poultry Plant Workers Wage & Hour Collective Action $3.12M gross, $2.24M Net Recovery$3.12 Million gross, $20,000 Expenses, $750,000 Attorney's Fees
Motor Vehicle Accident with 18 Wheeler $175K Gross, $114K Net Recovery$175,000, $2,142 Expenses, $60,500 Attorney's Fees
Oil Field Workers Wage & Hour Collective Action $780K Gross, $115K Net Recovery$780,000 Gross, $10,500 Expenses, $253,833 Attorney's Fees
Oilfield Services Overtime - 2 employees Settlement
Recovery of $95,000 in unpaid overtime for two oilfield service workers
Police Shooting Death $325K Gross, $189K Net Recovery$325,000, $24,692 Expenses, $120,123 Attorney's Fees
Federal court delivered a verdict for violations of the Americans with Disabilities Act. Federal court delivered a verdict for violations
We are pleased to announce that last Friday, on behalf of our great client, Randy Oden a Federal court jury in Corpus Christi delivered a verdict in the amount of $750,000 for violations of the Americans with Disabilities Act. The verdict included a $450,000 punitive damage award. The company made no offer to settle before the trial.
The case later settled for a confidential amount.