A: It is illegal to discriminate against an employee or job applicant in any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, benefits, and any other term or condition of employment.

A: Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, or national origin.

A: If you think your employment rights have been violated, you can file a charge of discrimination with the EEOC.

A: You can file an EEOC charge by mail or in person at the nearest EEOC office.

A: The EEOC works with state and local Fair Employment Practices Agencies to avoid duplication of effort and ensure that a charging party’s rights are protected under both federal and state law.

A: You can receive a variety of damages for discrimination cases, including reinstatement, back pay, a promotion, and/or pain and humiliation as compensatory damages by a judge or jury in Superior Court. You may also receive punitive damages.

A: The complainant must provide:

Their name, address, and phone number
The name, address, and phone number of the respondent employer, employment agency, or union, as well as the number of employees or union members (if known)
A description of the alleged violation, including the event that caused the complainant to believe their rights were violated
The date(s) of the alleged violation(s)

A: If your supervisor makes comments relating to a protected ground, or if you are treated worse than others in the company, you may have a case of discrimination.

A: Workplace discrimination is unfair job-related treatment of a worker because of certain characteristics or attributes that are legally protected. New Jersey's anti-discrimination laws cover employers with at least one employee.

A: The process is similar to most administrative law processes, where the complainant and respondent submit evidence to an administrative law judge, who then makes a ruling. The EEOC will then take action to enforce the ruling.

If the EEOC decides to investigate the charge, it will notify the employer in writing and request a statement of position and other documents within 10 days. The EEOC may also conduct on-site interviews of the complainant and other witnesses.

If the EEOC decides that there

A: If the evidence establishes that discrimination has occurred, the employer and the charging party will be informed of this in a letter of determination that explains the finding. EEOC will then attempt conciliation with the employer to develop a remedy for the discrimination.

A: The U.S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency that enforces laws against workplace discrimination. EEOC provides educational materials and assistance to individuals with rights and responsibilities under EEOC-enforced laws.

A: You should contact the Equal Employment Opportunity Commission (EEOC) at 1-800-669-4000 and file a complaint with the agency against your Employer within 300 days of the last act of discrimination (which is usually when you are terminated). You may also contact the Missouri Commission on Human Rights (MCHR) at 1-877-781-4236 and file a complaint within 180 days of the last act of discrimination. In most cases, your complaint will be filed with both

A: The Equal Pay Act does not require filing a charge with EEOC before a private lawsuit may be filed in court.

A: The remedies available for employment discrimination may include hiring, reinstatement, promotion, back pay, front pay, and reasonable accommodation, among other things.

A: You are protected from workplace discrimination in California if you have a characteristic that is protected under California law.

A: You should contact an employment discrimination lawyer in Los Angeles if you believe that you have been the victim of workplace discrimination. You can file a complaint with the California Department of Fair Employment and Housing (DFEH) or sue your employer in civil court.