The Civil Rights Act of 1964 is the law that prohibits discrimination based upon race, color, religion, sex, or national origin. Title VII of the Act prohibits discrimination by covered employers on the basis of race, color, religion, sex or national origin. Title VII also protects employees who have previously complained of discrimination from being retaliated against by their employer. Title VII applies to and covers an employer “who has fifteen or more employees for each working day in each of twenty or more calendar weeks in the current or preceding calendar year”.
The Age Discrimination in Employment Act of 1967 (“ADEA”) is the law that prohibits an employer from discriminating against anyone who is at least 40 years of age. The ADEA prevents age discrimination and provides equal employment because age was not included as part of Title VII.
The Americans with Disabilities Act of 1990 (“ADA”) is the law that prohibits discrimination based upon a disability. The law is provides similar protections to those with disabilities as Title VII did for other protected classes. In addition to those protections, the ADA also requires employers to provide a reasonable accommodations to employees with disabilities. To be covered under the Act, the employee must be able to perform the essential functions of their job with or without an accommodation.
Our employment attorneys have years of experience and a wealth of knowledge to assist you in fighting back against discrimination, harassment or retaliation. Our firm has a reputation for fighting for our clients, and we may be able to help you fight back against your employer for discriminating, harassing or retaliating against you.
If you would like to speak with an attorney at The Vaughn Law Firm to discuss your employment discrimination needs, please contact us today by calling 1-877-615-9495.