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This short guide provides information regarding your potential gender discrimination. Being informed is the best way to know which questions to ask. And to find get the answers needed to hire the right gender discrimination lawyer for your case.
You will make your case with direct or circumstantial evidence. The more direct the evidence the easier gender discrimination becomes to prove.
Direct evidence mostly consists of comments. For example, your boss says that he will never promote a women. Your co-worker and you overhear that comment. And then he never promotes you.
You would have direct evidence of gender discrimination. Your boss literally told you his intention and followed through on it.
More often, however, your boss will not say a word.
You will work for years without a promotion. And, when it comes time for layoffs, you are fired.
In this case, we would try to prove your case with circumstantial evidence. Circumstantial evidence are pieces of indirect evidence. Each piece individually does not prove discrimination. But when you put them all together, you will prove your case.
The best piece of circumstantial evidence is comparator evidence. This means that your employer did not treat similarly situated workers like your employer treated you.
For example, you suspect that your boss is sexist. He fires you. You sue for gender discrimination.
During the course of the case, you find out that 80% of the workers he fired are women. This is comparator evidence.
Having the numbers by your side greatly helps to prove your case.
Most gender discrimination cases end in settlement. A settlement occurs when the employee and employer decide to end the case for a specific dollar amount.
Both sides acknowledge that it’s better to end the case early rather than dragging the case out through trial.
It’s not uncommon to get a better settlement early in the case. Your employer has not spent as much money on its attorneys. And that sometimes leaves more room for settlement.
Employment lawsuits, according to some sources, settle on average for $40,000.00. This figure, however, does not tell us much.
It does not account for the specific type of employment suit. Or the region in which the suit was brought.
For example, a gender discrimination lawsuit usually settles for a higher amount in Philadelphia than in Pittsburgh.
Philadelphia juries tend to be more plaintiff friendly than Pittsburgh juries. Even though these cities are in the same state, you could have a drastically different outcome depending on where you live.
Regardless of location, the best way to obtain a higher settlement amount is to hire a diligent lawyer who will pay attention to detail.
Gender discrimination is one form of unlawful workplace discrimination. Depending on the facts of your case, you may have claims involving more than one protected characteristic. Learn more about these related workplace discrimination claims and the legal protections available under federal and Pennsylvania law.
Employees age 40 and older are protected from discrimination in hiring, promotions, compensation, layoffs, and termination under the Age Discrimination in Employment Act (ADEA).
Federal law prohibits employers from making employment decisions based on race, color, or other protected racial characteristics. Race discrimination can affect hiring, promotions, compensation, discipline, and termination.
Pregnancy discrimination is a form of sex discrimination prohibited under federal law. Employees are protected from discrimination because of pregnancy, childbirth, and related medical conditions.
Employees are protected from discrimination based on their ancestry, ethnicity, birthplace, accent, language, or perceived national origin.
Federal and Pennsylvania law protect employees from discrimination based on sincerely held religious beliefs and may require employers to provide reasonable religious accommodations.
Federal law prohibits discrimination because of an employee’s sexual orientation. Employees who experience unequal treatment, harassment, or termination based on sexual orientation may have legal options.
Gender discrimination claims often involve other employment law issues. Depending on the circumstances, you may have additional legal claims beyond gender discrimination. Our attorneys can evaluate your situation and explain every legal option available.
Employees may have additional rights to unpaid, job-protected leave during pregnancy, childbirth, and recovery.
Although pregnancy itself is generally not a disability, pregnancy-related medical conditions may qualify for reasonable accommodations under the ADA.
If your employer punished you for reporting pregnancy discrimination or requesting protected leave, you may have a retaliation claim.
If you were fired because of your pregnancy or after exercising your legal rights, you may also have a wrongful termination claim.
Federal civil rights laws prohibit pregnancy discrimination and protect employees from unlawful treatment in the workplace.
Gender discrimination encompasses more than male on female discrimination. Rather, there are many different subsets of gender discrimination. Be on the lookout for:
We take many cases on a contingency basis—so you don’t pay unless we win. Reach out and let’s see what’s possible for your situation.