If you are over 40 years old and have been replaced by a younger worker or were passed over for a job or promotion based on your age, you may have a claim under the Age Discrimination in Employment Act (ADEA). Please contact our firm today to schedule a consultation with an employment law attorney who will provide a clear explanation of your legal rights and options.
Respected Employment Discrimination Lawyer
At the Phoenix, Arizona, based The Law Firm of Cameron Hall & Associates, we provide aggressive representation to businesses and employees in complex employment discrimination matters. Our experience on both sides of these cases gives us knowledge into the issues facing both parties. Our firm has first-hand knowledge of our adversaries' strategies and tactics — and can use that to defeat them.
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Call 602-639-4839, or send us an e-mail, to schedule an initial consultation with Cameron Hall. You will receive a prompt reply from one of our paralegals. Mr. Hall is available for consultations from 8:00 a.m. to 6:00 p.m. on Tuesdays and Thursdays, and can accommodate appointments earlier or later as needed.
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Whether you are an employee who has been the victim of discrimination or a business owner facing a discrimination claim, The Law Firm of Cameron Hall & Associates will aggressively fight for you. Contact our office today.
Be sure you have an attorney who knows the law and can aggressively protect your interests in employment discrimination claims. Contact the Phoenix, Arizona, based The Law Firm of Cameron Hall & Associates today.
Gender Discrimination
Under federal law and many state laws, employers must not discriminate on the basis of gender. Employers may not discriminate in decisions regarding hiring, advancement, transfer, pay, benefits and other employment-related conditions. Both women and men are protected from gender-based discrimination. If your employer or a prospective employer has discriminated against you based on your gender, consult an attorney from The Law Firm of Cameron Hall & Associates, LLC in Phoenix, Arizona, to learn your legal remedies.
Title VII
Title VII of the Civil Rights Act of 1964 bans sex discrimination by employers with at least 15 employees. Any discrimination on the basis of gender that affects the terms and conditions of employment is illegal. Sex discrimination occurs in many different forms, such as when a woman does not get a raise because her boss believes that she is on the "mommy track"; when a man is not promoted because he does not fit a gender stereotype; or when a woman is not hired because the job she seeks is a "man's job." The employer does not have to be of a different gender than the victim of discrimination.
Sex discrimination can happen in two ways:
- Disparate impact discrimination occurs when an employer implements an apparently neutral regulation that has an adverse effect on one gender. If the policy relates to a bona fide occupational qualification (BFOQ), then it is acceptable; otherwise, it may be a source of sex discrimination.
- Disparate treatment discrimination is more straightforward. It occurs when the employer treats an individual or group differently because of gender.
Equal Pay Act
According to the US Department of Labor, women continue to earn only 75 cents for every dollar that men earn. The Equal Pay Act requires employers to pay employees the same amount for equal work, regardless of gender. Equal work means that the jobs in question require equal skill, responsibility and effort and are performed under similar conditions for the same employer.
The Equal Pay Act does not apply if one worker is more productive or has more seniority. While job duties must be the same, job titles do not need to be identical. The Equal Pay Act applies to wages and most benefits.
Pregnancy Discrimination Act
Title VII, through its Pregnancy Discrimination Act amendment, protects pregnant women from discrimination on the basis of pregnancy, childbirth or related medical conditions. Employers may not discriminate in hiring, provision of leave, benefits or other conditions of employment. Pregnant employees must be treated the same as other workers.
Harassment
Harassment on the basis of gender is prohibited by federal law. Sexual harassment takes two forms:
- Quid pro quo harassment occurs when some benefit of employment depends on an employee's submission to unwelcome sexual conduct or requests. If the employee does not submit to the request, the benefit will be denied or the employee will experience an adverse employment decision.
- Hostile environment harassment occurs when the actions of supervisors, coworkers or customers create an intolerable, abusive working environment or significantly interfere with the employee's ability to work.
You do not have to tolerate sexual harassment. Make the situation known to your employer through the proper channels. Speak with an attorney for advice on how to proceed.
Consult an Attorney
Employees and applicants for employment have the right to be free from sex discrimination. Hiring, firing, training, promotion, compensation, benefits and other aspects of the employment relationship should never be based on gender unless gender is a bona fide occupational qualification. If you are concerned about gender discrimination, contact an attorney at The Law Firm of Cameron Hall & Associates, LLC in Phoenix, Arizona, to discuss your case.
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