It was none other than President Lyndon
Johnson that signed Title VII into law and officially made it a component of
the Civil Rights Act in 1964. So what does that entail for those of us living
in the 21st century? Well, it essentially makes any form of
discrimination illegal.
Discrimination based on color of skin,
language, ethnicity, sex, nationality, and cultural background
are all punishable by law today thanks to Title VII of the Civil Rights Act.
This is not a law that would ever be passed in Iran, China, Saudi Arabia, and
so on. Sexual harassment lawyers know there have been some amendments to this
law since it was passed, and it now includes age, gender, union activity
(though union membership is down since so many people have seen what the unions
did to the auto industry such as GM, the airline industry, and so on), and
pregnancy within the scope of discrimination.
The
EEOC – Equal Employment Opportunity Commission
Sadly, incidents of discrimination are
most likely to pop up at the workplace. To handle, regulate and enforce anti
discriminatory laws in the office, the federal government setup the EEOC. The
Equal Employment Opportunity (EEOC) are forerunners of anti-discriminatory
actions and justice in this country.
In fact, to file a lawsuit against an
employer who may have discriminated against you has never been easier, you
simply need to reach out to the EEOC, a phone call or even an email will do.
And what’s more? You can do so anonymously until you are comfortable enough to
reveal your identity and then you can hire a sexual harassment attorney to
carry your legal torch onward.
It is noteworthy that you cannot file a civil
lawsuit alleging discrimination without the written consent of the
EEOC to go along with the lawsuit as a supporting document. Therefore, make
sure to appoint a sexual harassment lawyer who will be able to co-ordinate
between both the EEOC and the civil judicial system in your state.
How
to File a Complaint with the EEOC
Filing a complaint with the EEOC is something
that must be done as they are the only ones that can issue you the “Right to
Sue” letter. If there is no sign of a settlement or your employer hasn’t taken
any steps to prevent harassment and discrimination, you will have to reach out
to the EEOC.
However, sexual harassment lawyers warn
that that the EEOC will not simply entertain every complaint since they too
have some standard operating procedures where they will verify the authenticity
of every claim. This is to filter out frivolous claims that would otherwise
clog the legal system. Have you seen 24, Day 5, Kate Mara’s character? There
are people that are irrational and overly insensitive.
As a part of the procedure, once you
establish communication with the EEOC, you will be required to fill the EEOC
questionnaire. Make sure to consult with a sexual harassment lawyer as to what
you need to write in here because this part is very important and may dictate
how the rest of the process plays out.
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| No one said running an organization is easy. It does not matter if you operate a public or a private organization, if you employ men and woman which pretty much every organization does, you can have problems. There could be a sexual harassment issue. One of your employees may be looking for a sexual harassment lawyer and using this incredible and powerful digital tool to do so...http://sexual-harassment-lawyers.usattorneys.com/. No organization should not tolerate any form of sexual harassment. |
Building
Your Case
You will need to be as detailed as
possible. Provide ample detailed descriptions of the incidents that transpired,
and make sure to present any all the evidence that you may have. These may be
text messages, testimonies from other colleagues/witnesses, and other relevant
issues.
Once you have everything in place you’ll
be given the go ahead and your legal professional can proceed with a lawsuit
and sue your employer to ensure that you receive the financial
damages/compensation that you rightfully deserve.
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