The last decade saw a record high of sex or gender related discrimination cases reported to the Equal Employment Opportunity Commission (EEOC) and the Department of Fair Employment and Housing (DFEH).
At first glance, it may look like that more people are being discriminated upon because of their gender but many experts think otherwise.
Most employee rights experts believe that the rise in the number of complaints is more about how more people are now aware of their rights in the workplace and not an increase in the actual number of discrimination incidents.
They believe that there is not much change in the number of discrimination incidents, just an increase in the number of people who are willing to do something about it.
However, the willingness to do something is different from actually doing something about it.
Courage to come out and admit that you are a victim can only take you so far if you do not know what to do after.
That is where an experienced Los Angeles gender discrimination law firm can help you.
These law firms specialize in different employment laws that protect employees from gender discrimination like:
- 1. Article VII of the Civil Rights Act of 1964
Under this federal law, employers are prohibited from discriminating against an applicant or employee in all aspects of employment based on their religion, national origin, race and of course, sex or gender.
Under this law is also the amendment Pregnancy Discrimination Act (PDA), which protects female employees from discrimination based on pregnancy, childbirth and all medical conditions related to the first two.
- 2. Equal Pay Act
Under this federal law, employers are required to pay their female and male employees the same amount of wage for substantially equal work done under the same workplace.
The law does not require the jobs of the opposite genders to be identical but if the duties are considered equal then both should receive similar compensation and benefits.
- 3. Fair Employment and Housing Act (FEHA)
This is the state equivalent of most federal anti-discrimination laws that also prohibits discrimination against employees based on gender, among others.
However the big difference of FEHA from its federal counterparts is that it not only protects employees from discrimination based on sex or gender but also from discrimination based on sexual orientation or gender identity.
This gives a broader definition of gender that traditionally only means man or woman.
Gender orientation or sexual orientation goes beyond those definitions to keep up with the changing times and to adapt to the ever changing demographics of the current culture and society, which includes the GLBT (gays, lesbians, bisexuals and transgender) community.
Going federal or state
In California, most law firms recommend going through the state route in a filing gender discrimination claim or lawsuit.
That is because most would agree that FEHA provides better avenues, wider coverage of the law within the state and more stringent penalties if the employer is found liable.
You should consult a Los Angeles gender discrimination law firm to know more about the difference between federal and state anti-discrimination laws.
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.