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Addressing Sex Discrimination in the Workplace

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Sex discrimination in the workplace is still a problem in this day and age, despite the multiple laws penalizing it, particularly Title VII of the Civil Rights Act of 1964 and the Equal Pay Act. While the laws are carefully phrased so that it applies to both men and women, most people tend to associate this form of discrimination as disproportionately affecting women. If you believe that you are being discriminated against because of your gender, whether you are a man or a woman, you do have legal options available to you. There are venues for addressing the issue on both the state and federal levels, and if that doesn’t work, you may be able to take your case to court.

Sex-based discrimination in the workplace includes issues of hiring, termination, compensation, job training, promotion, sexual harassment, pregnancy-related discrimination, and retaliation for opposing, complaining, or suing for sex discrimination. Any of these issues may eventually constitute the basis of a sexual discrimination lawsuit.

Will I Need a Lawyer?

The laws pertaining to sex discrimination are manifold, which also increases the complexities for filing a complaint. It would be wise to retain the services of a sex discrimination lawyer to ensure that the legitimacy of your complaint is not compromised by ignorance of the technicalities of the law.

For instance, a victim of discrimination is directed to lodge any discrimination complaints with the state commission on discrimination or the federal United States Equal Employment Opportunity Commission (EEOC) before bringing it to court. However, there is a statute of limitations of 180 days for filing with the EEOC unless a complaint was filed before the state commission, in which case the EEOC statutory limit is extended to 300 days.

Federal law requires that a plaintiff exhaust all possible administrative recourse before filing a lawsuit. Failure to file with the EEOC before the statutory period is over may mean that you may not file a lawsuit under Title VII or the Equal Pay Act, depending on your particular case.

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