Although gender discrimination can apply to be sexes, most victims are usually women and are usually committed in the workplace.

Over the years, laws both federal and state have been enacted to protect the fairer gender against employment discrimination but gender discrimination remains prevalent to this day. Thus, it is important to take action against such discriminatory actions and behavior by engaging the services of an experienced Los Angeles Gender Discrimination Law Firm to help you file a complaint.

The following is a rundown on gender discrimination practices that are expressly prohibited by law:

  • Unequal pay or provision of benefits – Under the Equal Pay Act (EPA), men and women in the same workplace should be given equal pay for equal work. The work done need not be identical, it should suffice that men and women should be paid the same compensation or benefits for jobs that are substantially equal.

The EPA covers other forms of pay such as overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits.

  • Sexual harassment – This is a form of gender discrimination punishable under Title VII of the Civil Rights Act of 1964 which can be any of the following:
  1. Unwelcome sexual advances
  2. Requests for sexual favors
  3. Verbal or physical conduct of a sexual nature
  4. Offensive remarks about a person's sex
  5. Assault or abuse

    The harassment must be so frequent or severe that it creates a hostile or offensive work environment. This can be committed by the employer, supervisor, manager, co-worker, or even a client or customer.

    • Employment decisions based on gender (hiring, firing, promotion, etc.) – Further under Title VII of the Civil Rights Act of 1964, it is illegal to treat someone less favorably or discriminate on any aspect of employment because of an applicant or employee's gender. Hiring, firing, compensation, job assignments, promotions, trainings, or other terms or conditions of employment should not be based on a person's gender if it is not job-related or necessary to the operation of the business.
    • Pregnancy discrimination – Under the Pregnancy Discrimination Act, it is prohibited to discriminate against or treat a female applicant or employee unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. Even if an employee is pregnant or unable to temporarily perform her job because of her condition, the employer must treat her same as any other temporarily disabled employee.

    This article is not meant to be interpreted as a legal advice. To know the available legal options regarding your case, consult an Employment Law Attorney for more information.