In recent employment news that our that our Santa Ana employment attorneys have been following, The U.S. Equal Employment Commission (EEOC) recently filed a lawsuit against an industrial subcontractor based in Mississippi, alleging that the company was in violation of Title VII of the Civil Rights Act of 1964, by firing a female employee out of retaliation, after she came forward about experiencing sexual harassment in the workplace.
According to the lawsuit, Analytic Stress Relieving, Inc. (ASRI) terminated Ashley Maygar's employment after she complained that her acting supervisor and another employee treated her with sexually suggestive and unwanted behavior.
As employment attorneys in Orange County, California, we reported in a recent blog that Title VII of the Civil Rights Act protects employees from discrimination in the workplace based on sex, race, color, national origin and religion, with hiring, firing, promotions, training, harassment, benefits, or wage discussions. Title VII also makes it illegal to retaliate against an employee who complains about discrimination, files a discrimination charge, or engages in a lawsuit or investigation involving discrimination.
Delner Franklin-Thomas, the district director for the EEOC's district office in Birmingham, claimed that when an employee believes he or she is being subjected to sexual misconduct in the workplace, according to Title VII, the individual has the right to seek relief from the employer, without experiencing retaliation.
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the federal laws that protect employees or job applicants from discrimination based on a person's sex, race, religion, color, or national origin.
Howard Law, PC represents employees who have experienced sex discrimination and are seeking recovery. Our team of experienced Orange County labor & employment attorneys are committed to protecting your employment rights. Contact us today.
EEOC Accuses Gulfport-Based Industrial Subcontractor of Retaliation, EEOC Press Release, October 12, 2010
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