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THE EMPLOYMENT LAW GROUP®
Toll Free: 1-888-603-0983
Washington, D.C. Website
888 17th Street, NW
Washington, DC 20006
Los Angeles Website
10940 Wilshire Blvd.
Los Angeles, CA 90024
1 Sansome Street, Suite 3500
San Francisco, CA 94104
9701 Apollo Drive
Largo, MD 20774
The Employment Law Group® is headquartered in NW Washington, D.C., located two blocks north of the White House on the corner of 17th and I Streets, NW. The offices are conveniently accessible by Metro from the Farragut North (Red Line) and Farragut West (Blue and Orange) Metro stops. There is also ample parking in surrounding parking garages.
The Employment Law Group® law firm represents employees nationally who have blown the whistle on corporate fraud and abuse and who have been the victims of discrimination, harassment, or other violations of their civil rights. With offices in Washington, D.C., San Francisco, and Los Angeles, California, The Employment Law Group® law firm’s seasoned trial attorneys have earned a highly desirable record of favorable settlements and verdicts on behalf of its clients.
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The Employment Law Group®: Our Experience Delivers Results
The Employment Law Group® law firm is a recognized leader in the field of gender discrimination law and has successfully fought to protect employees’ rights in the workplace while establishing important legal precedents protecting the rights of discrimination victims.
||In Cooke v. United States, The Employment Law Group® won a $466,000 judgment for a client who suffered gender discrimination and helped establish important precedents in the area of gender discrimination law. Ms. Cooke, the first woman to attend a maritime college, sued the National Transportation Safety Board (NTSB) for violating the Equal Pay Act (EPA) after she realized that her pay was less than male employees in similar positions. The court not only awarded Ms. Cooke her lost back pay and lost retirement benefits, but also extended her damages back three years and doubled her award. Importantly, the court held that the employer bears a “heavy burden” in proving that a difference in pay is not due to gender. Finally, the court held that Ms. Cooke had the right to choose one male employee’s salary to serve as the basis for calculating damages, rather than comparing her to all male employees performing a similar job.
||The Employment Law Group® law firm succeeded in obtaining a $1 million jury award for a victim of sexual harassment. In Sterling v. Atlantic Automotive Corporation The Employment Law Group® represented an employee who was subjected to sexual harassment and a hostile work environment by her supervisor who continued his pattern of abuse even after the employee filed a complaint.
||The Employment Law Group® law firm won a $650,000 award in a gender discrimination and retaliation lawsuit. The Employment Law Group® represented an employee whose employer retaliated against her for reporting a colleague’s gender discrimination complaint to her supervisor.
||In Kennedy v. Virginia Tech, The Employment Group® law firm successfully defeated a summary judgment motion, thereby allowing female employees paid less than their male counterparts to have their day in court. The Employment Law Group® is representing three female plaintiffs who allege that Virginia Tech unfairly paid female employees less than male employees in similar positions. This Equal Pay Act issue is set to be tried in early 2012.
According to federal law and many state laws, employers are prohibited from discriminating on the basis of gender in employment decisions regarding hiring, pay, benefits, advancement, transfer and other employment-related conditions. The law protects both women and men from gender-based discrimination.
If you believe your employer has discriminated against you on the basis of your gender or sex, or because you don't conform to gender stereotypes, or because of your pregnancy status, or if you've been sexually harassed, subjected to a hostile work environment, or retaliated against because you reported such harassment or discrimination, The Employment Law Group ® is here to help.
When you need a gender discrimination attorney, call The Employment Law Group ® law firm to schedule a consultation with us and, together, we'll decide how to make the discrimination stop and what your next move should be.
Title VII of the Civil Rights Act of 1964 prohibits employers who employ 15 or more workers from discriminating against employees on the basis of gender in a manner that affects in any way the terms and conditions of employment. Sex discrimination can take many forms, such as when a woman is denied a raise in pay because her supervisor thinks that she is on the so-called “mommy track”, or when an employee is harassed at work or not promoted because he or she doesn’t conform to a gender stereotype, or when a woman is denied a job because the job she applied for is a “man’s job.” Gender discrimination can occur against both male and female employees and the perpetrator doesn’t have to be of a different sex than the victim.
Gender Discrimination against Lesbian, Gay, Bisexual, and Transgender (LGBT) Employees
Recent Supreme Court and appellate court opinions have broadened the umbrella of Title VII’s protections by holding that Title VII prohibits discrimination against an employee simply because their behavior or appearance does not conform to traditional sex or gender stereotypes. Accordingly, in many cases LGBT employees can bring Title VII claims in federal court if their employer subjects them to gender discrimination and, additionally, many state and local laws now provide protection to employees on the basis of their sexual orientation and gender identity or expression.
Equal Pay Act
The Equal Pay Act of 1963 generally requires covered employers to provide equal pay to persons performing the same job regardless of gender. Since the EPA is an amendment to the Fair Labor Standards Act (FLSA), the law prohibits employers from retaliating against an employee who files a claim under the EPA or cooperates with an investigation of such claim.
Under the EPA, a prevailing employee can receive back pay, interest, attorney fees, and litigation costs. Where the court finds a lack of good faith, an employee can recover back wages in the amount of double the back pay award (called “liquidated damages”). Where the court finds a willful violation of the EPA, the award can extend back pay to cover the prior three years (instead of the normal two years).
Pregnancy Discrimination Act
The Pregnancy Discrimination Act amendment to Title VII protects pregnant women against discrimination on the basis of childbirth, pregnancy, or related medical conditions. The law prohibits employers from discriminating in hiring decisions, leave requests, and benefit decisions and requires that pregnant employees be treated the same as other workers.
The attorneys at The Employment Law Group® law firm have experience litigating cases on behalf of employees who have suffered sexual harassment in the workplace. Sexual harassment is prohibited by federal law and includes: unwelcome sexual advances, requests for sexual favors, and any verbal or physical conduct of a sexual nature that affects an individual's employment.
Disclaimer: This website is maintained by The Employment Law Group ® law firm to provide general information about itself and the field of employment law. The information you obtain at this site is not, nor is it intended to be, legal advice upon which you should rely or act. You should contact your attorney to obtain advice with respect to any particular issue or problem. Use of and access to this website does not create an attorney-client relationship between The Employment Law Group ® and the user or browser. You should not send any confidential information to us until and unless a formal attorney-client relationship has been established. If you would like to discuss your potential claim Call Us At 1-888-603-0983 or contact us by email at email@example.com