The Texas gender discrimination lawyers at Rob Wiley, P.C. represent employees and groups of employees that have been discriminated against because of their gender. Our Dallas gender discrimination lawyers fight employers who discriminate based on gender. Employers may be committing gender discrimination by:
- Fostering the “old boy's club” mentality that promotes and rewards men over women;
- Paying men more than women, even though they are equally qualified and doing the same work;
- Promoting gender-based stereotypes about how women (or men) should act, dress, or behave on the job;
- Rewarding men for certain masculine behavior (such as aggression) but punishing women for;
- Allowing sexual harassment, intimidation, or threats; or
- Taking part in pregnancy discrimination or discrimination based on maternity or child rearing.
A number of state and federal laws protect employees from gender discrimination. These include Title VII of the Civil Rights Act of 1964, the Equal Pay Act, and the Pregnancy Discrimination Act. Our Texas employment lawyers are very experienced with each of these laws. Contact our Dallas office to submit your case and have us fight for your employee rights.Our Employment Lawyers Fight Against Discrimination
A covered employer cannot discriminate against an employee because of sex. This includes discrimination against females or males. You do not have to be female to be protected by discrimination law. Our Texas gender discrimination lawyers are experienced in representing both females and males in cases involving discrimination based on sex.
Discrimination can take many forms, including gender discrimination in hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. Discrimination includes employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of employees on the basis of sex.
Sex discrimination laws can cover unintentional decimation, such as job policies that are not job related and disproportionately exclude employees on the basis of sex. For example, a height requirement may statistically exclude more women than men.
Our Gender discrimination lawyers in Dallas fight gender discrimination and sex discrimination everyday. We understand what it takes to achieve results for our clients. Let us fight for your employee rights. Contact our Texas employment lawyers today. Submit your case here.Our Employment Attorneys Protect Employees Against Harassment
Sexual harassment is against the law. Sexual harassment can also give rise to a criminal action against the harasser if you are touched in a manner that is unwelcome or against your will (including rape). Any job offers in exchange for sex may also constitute criminal solicitation.
There are two primary forms of sexual harassment: (1) hostile work environment or hostile workplace and (2) quid pro quo. In a hostile workplace, an employee is subject to severe or pervasive sexual harassment. This can include pornography, offensive jokes, sexual bullying, repeated touching, etc. In quid pro quo sexual harassment, an employer bases on employment decision on an exchange of sexual favors. This may include indirect actions, such as hinting that an applicant will have a better chance of a receiving a promotion if he or she were more receptive to sexual advances. Both male and females may bring claims against their employers for sexual harassment.
Many courts and even the EEOC may require that an employee have made an outcry when claiming sexual harassment. An employee who suffers in silence or quits her job may lose her rights. Therefore, you should contact us immediately if you are suffering from sexual harassment.
Our Texas gender discrimination lawyers are experienced in protecting our clients in sexual harassment claims against employers. Contact the Texas employment lawyers in our Dallas office today to learn your employee rights.Our Texas Employment Lawyers Fight For Equal Pay
The Equal Pay Act of 1963 requires that an employer pay men and women the same for equal work. The jobs need not be identical, but they must be substantially equal. Title VII of the Civil Rights Act of 1964 also contains broad prohibitions against gender-based compensation discrimination.
The Lilly Ledbetter Fair Pay Act of 2009 ensures that victims of longstanding discrimination do not lose their right to sue because they were unaware of the discrimination.
An employer may not retaliate against an employee for opposing sex discrimination or for filing a discrimination charge with the EEOC, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII. The Texas gender discrimination lawyers at Rob Wiley, P.C. fight against gender retaliation.Contact Our Employment Lawyers Immediately
A federal worker must generally complain to the EEO office of his or her agency within 45 days of a discriminatory or retaliatory act. Private sector employees and other government workers generally have 180 to 300 days. Therefore it is important to contact us immediately if you believe you have a claim for gender discrimination.