Santa Ana EEOC Lawyer
Santa Ana EEOC Attorney
Dealing with the aftermath of a workplace discrimination incident or handling the fallout of workplace harassment can be degrading and often humiliating to go through on your own. An experienced lawyer can help you figure out the most effective way to pursue legal action if such an incident happens to you. When your workers’ rights are violated, it is crucial that you take the steps to defend yourself, beginning with hiring a Santa Ana EEOC lawyer.
What Is the EEOC?
There are state and federal agencies in place that work tirelessly to prevent the violation of workers’ rights across multiple levels. The Equal Employment Opportunity Commission, or EEOC, is one such agency. The EEOC is a federal organization that takes great steps to ensure the protection of workers against discriminatory practices and workplace harassment. Thanks largely to EEOC regulations and the laws that were passed to support its mission, it is illegal to discriminate against someone because of their protected class.
A person’s protected class can include their:
- Race
- Age
- Gender identity
- Disability
- Sexual orientation
- National origin
- Religion
- Marital status
- Pregnancy
- Genetic information
The EEOC can help workers who are targeted for their protected class seek legal action in the event of their employers’ retaliation, harassment, or discrimination.
The California Family Rights Act and the Ways It Supplements the EEOC
Under California state laws and regulations, the California Family Rights Act (CFRA) requires every employer who provides employment to at least five people to comply with anti-discrimination laws set by the EEOC. The CFRA also requires those employers to supply their employees with up to four months of disability leave for pregnancy and childbirth. Furthermore, employers must also provide sexual harassment education and comprehensive sexual harassment prevention training.
How Employers Are Held Accountable by the EEOC
If employers do not provide harassment training and an incident happens, the employer could be liable for damages in claims from the EEOC. It is vital that you report any discriminatory or harassing behavior to your supervisor, the EEOC, and a lawyer so that the offenders can be held accountable for their actions.
Recognizing Discrimination
Job-related discrimination does not happen solely in the workplace. It can occur at any time between the job announcement and the hiring process as well.
Whether you will face discrimination during the application, interview, or employment process depends entirely on the work culture that is fostered by the employer. If you are ever discriminated against, you should not take it lightly. There is a good chance that encountering discriminatory behavior early on in the employment process could be indicative of a larger problem, such as a hostile work environment. Here is one example of job-related discrimination that the EEOC can help you challenge:
Harassment in the Workplace
Being harassed in the workplace can make you feel unsafe, disrespected, and infuriated. Harassment can take many forms, and all of them are inappropriate behaviors intended to cause harm to the victim. You may not even realize that you are being harassed until some time after the incident or until you have spoken to others who have experienced similar workplace behavior.
When you experience harassment in the workplace, you may want to consider reaching out to an EEOC lawyer right away. Together, you can start building your case and pursue legal action for discriminatory behavior. California labor laws prohibit discrimination against someone because of their protected class. They also protect employees from any retaliatory behavior that their employer may use against them.
FAQs
Q: What Are Some Examples of EEOC Discrimination?
A: There are many different types of discriminatory behavior that the EEOC prohibits under federal law. Some examples of EEOC discrimination would include:
- Refusing to hire a female applicant because she is pregnant
- Not promoting an employee because of their age
- Harassing coworkers for your own amusement
- Being openly hostile to employees of a certain religion
- Refusing to provide reasonable accommodations for an employee’s disability
- Mentioning a desire to hire only men in their 30s in a job posting
Q: Will My Employer Know If I Speak With the EEOC?
A: If you decide to schedule a talk with an EEOC representative, your employer won’t know about it unless you decide to file a complaint with the EEOC. At that point, the EEOC is required to provide your employer with a “Charge of Discrimination” within 10 days of your meeting. That charge will not contain the details of your meeting, and your company cannot legally retaliate against you for bringing discrimination to the EEOC’s attention.
Q: How Do I File a Complaint With the EEOC in California?
A: If you wish to file a complaint with the EEOC in California, you can do so by mail or in person. You would simply have to locate the EEOC office that is nearest to you or give them a call. In your complaint, you would need to include the following information:
- The name, address, and phone number of the person being harassed
- Your employer’s contact information
- A description of the incident you are reporting
- The date that the incident occurred
Q: What Is Title VII, and How Is It Connected to the EEOC?
A: Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against someone because of their:
- Skin color
- Race
- Religion
- Sexual orientation
- Gender identity
- Pregnancy
- National origin
Title VII also created the Equal Employment Opportunity Commission (EEOC) as a way to ensure that employment discrimination is kept in check and addressed whenever it occurs.
Contact an Experienced EEOC Lawyer Today
Facing workplace harassment or discrimination on your own can be a daunting experience. Thankfully, you do not have to go about it alone. An experienced EEOC lawyer can help you handle your case and ensure that you are not taken advantage of by any employers who may try to intimidate or guilt you into dropping your claim. It is important to hold employers accountable for their actions when they engage in discriminatory behavior.
Diefer Law Group, P.C., can determine the most effective way to pursue your case. We can help you develop your case into the strongest one possible, gather the evidence you will need to prove what happened, and advocate on your behalf in a court of law if it comes to that. Contact us to speak with one of our valued team members and schedule a consultation today.
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