Experienced Atlanta Employment Discrimination Lawyers
Discrimination in the Workplace? Call Buckley Beal LLP Right Away!
Almost 50 years ago, Congress passed Title VII of the Civil Rights Act
of 1964, the federal law that prohibits employment discrimination in the
workplace. The law prohibits discrimination against employees, former
employees, and applicants for employment on the basis of their
national origin, and
religion. Since the passage of Title VII, Congress has passed additional laws to
expand the scope of the anti-discrimination laws in order to prohibit
other forms of discrimination. The
Americans with Disabilities Act prohibits disability discrimination, and the
Age Discrimination in Employment Act protects individuals over the age of 40 from discrimination.
Although each type of employment discrimination has some unique issues
that we describe throughout our website, most of Title VII's fundamental
principles apply to all of the discrimination laws. If you believe that
you have been the victim of discrimination, don't hesitate to consult
our Atlanta employment discrimination attorneys at Buckley Beal for help.
case consult to discuss the details of your employment case.
To Whom Does Title VII Apply?
The discrimination laws apply to all private employers, state and local
governments, employment agencies, labor organizations and the federal
government if they employ at least 15 employees. Virtually all employees
are covered. Whatever your immigration or naturalization status, you may
well be covered under the discrimination laws. Don't hesitate to
contact us anytime if you have any questions about whether you are protected under the employment
discrimination laws—we'll provide you with a confidential consultation
and answer any questions you may have.
What Is Prohibited?
The discrimination laws prohibit employment discrimination on the basis
of a protected category--your race, color, national origin, age, sex,
religion, or disability. What does that mean? That means that your company
cannot take any form of adverse or negative action against you because
you are a member of one of these protected categories.
An adverse action is a very broad term, encompassing just about anything
your employer may do that affects your employment in a negative way, including:
- Refusal to hire
- Lay off
- Unequal discipline
- Poor performance review
- Adverse transfer or shift change
- Pay reduction
- Reduction in overtime hours
- Negative references
Even if you don't see it listed here, if your employer has taken an
action against you (or is threatening to take an action against you) that
can actually or potentially harm you in any way, that is likely to be
considered an adverse action. An adverse action also includes retaliation,
which means any negative action by your employer against you (or even
against a family member or friend) in response to your complaint about
discrimination, or for participating as a witness in someone else's
The U.S. Supreme Court has recently defined retaliation quite broadly,
to include conduct by an employer that would tend to deter reasonable
people from pursuing their rights. In many cases, if you complain about
discrimination but don't have a strong case, you may have an even
stronger retaliation case if your employer retaliates against you for
making a complaint. For more information on the law of retaliation, take
a look at our
What Are My Rights and Remedies?
Title VII provides a number of rights and remedies to the victims of employment
discrimination. You are entitled to a jury trial on your claims of employment
discrimination, and to a wide range of damages if you are successful in
The damages that are available are:
- Front Pay
- Back Pay
- Compensatory Damages
- Punitive Damages
- Injunctive Relief
- Attorneys' Fees
Although it is not frequently awarded, the court does have the right to
order your employer to reinstate you to your job, with a full restoration
of all pay, benefits and seniority.
Because the courts are sometimes hesitant to order employers to reinstate
their employees, in many cases they award the alternative of front pay
damages. Front pay is the total wages and benefits you would have earned
with your employer had you not been discharged. In some cases, the courts
will award as many years of salary as you would have made had you worked
to retirement. This does require some strong proof that you would have
successfully continued your employment had you not been discharged.
Back pay is the amount the court will award you to make you whole for all
compensation you have lost as a result of the discharge or other adverse
action against you. The back pay period typically begins from the moment
of your discharge and continues to the time of trial. In addition to all
of your lost wages, this figure can include the value of your lost benefits,
and any bonuses and overtime you might have made had you not been discharged.
The law does require you to mitigate your damages by looking for and taking
a new job if one is are available and you are able to work. Any such interim
compensation you make would be offset against your back pay. If, however,
despite your best efforts, you are unable to get a new job, you may not
be subject to an offset.
Compensatory damages are the amounts awarded to you to make you whole for
any other losses you sustain as a result of the discrimination, including
out-of-pocket costs for medical expenses you incurred as a result of your
loss of company health insurance, job search expenses, etc. The potentially
big damages in this category are pain and suffering, or what is known
as emotional distress. If you can prove that you have sustained serious
mental or emotional distress as a result of the discrimination or harassment
you experienced, you may be entitled to significant emotional distress damages.
In certain cases, your employer's conduct may be so heartless or vindictive
that the court will award a form of damages--known as punitive damages--that
are intended to punish your employer for its intentional misconduct, and
to deter both your employer and other employers from engaging in such
discriminatory conduct in the future. In many cases, even if the court
awards you only a modest amount of back pay and compensatory damages,
you still may be entitled to large punitive damages if you can prove them.
In many cases, especially employment class action cases, employees often
seek to stop a discriminatory practice, such as a discriminatory job test
or interview practice. In such a case, the employees will ask the court
for an order (an injunction) either halting the discriminatory practice
or ordering certain practices to be started, such as ordering the company's
management to meet certain hiring standards or conduct anti-harassment training.
If you prevail at trial, in addition to all of the damages discussed above,
you are also permitted to ask for the attorneys' fees your lawyer
incurred in litigating your case. In many cases, if your lawyer spends
a great deal of time in a hard fought battle with your employer, your
attorneys' fees could be substantial and far greater than your damages
award, and they can be used to pay your contingency fee and let you keep
more of your recovery.
There, are however, some limitations on your right to money damages. Title
VII caps the amount of compensatory damages available to you depending
on the number of employees employed by your employer:
The damages caps are as follows:
- For employers with more than 14 and fewer than 101 employees: $50,000 damages cap;
- For employers with more than 100 and fewer than 201 employees: $100,000
- For employers with more than 200 and fewer than 501 employees: $200,000
damages cap; and
- For employers with more than 500 employees: $300,000 damages cap.
These caps do not apply to your back pay or front pay damages. Furthermore,
if you have a state law tort claim, whistleblower case, or some other
form of employment case, you are not subject to these damages caps.
Procedures for Filing a Complaint
If you believe you have been the victim of employment discrimination, the
law requires you to file a charge of discrimination with the Equal Employment
Opportunity Commission (EEOC). The EEOC is the federal agency that is
charged with investigating all claims of employment discrimination. After
you file your charge, the EEOC will send your charge to your employer
and require it to respond to your claims. In some cases, the EEOC will
bring the parties together to have them mediate their dispute in order
to bring your case to a quick conclusion.
If the parties choose not to mediate, the EEOC will complete its investigation
of your case, and in most cases, will give you a right to sue, which allows
you to file a federal discrimination lawsuit. In some cases, if the EEOC
makes a finding of discrimination, it will order the parties to conciliate
their claim, which often results in a very favorable settlement to you.
In any case, throughout the EEOC's proceedings, you are entitled to
have your own attorney.
Once the EEOC has completed its investigation of your case and you receive
your right to sue letter, you then have the right to file your discrimination
lawsuit in federal court. Once the case is filed, you will have the right
to take extensive discovery from your employer, take the depositions of
the key witnesses, and if you survive your employer's various attempts
to dismiss your case, ultimately you will have your day in court--your trial.
You May Be Running Out of Time – Get Started by Calling (404) 471-3725
The federal discrimination laws have very short and very strict time limits.
You must file your charge of discrimination no later than 180 days after
the last act of discrimination against you. If you miss this deadline by even one day, your claim may be lost.
If you have any questions about filing a complaint, we would be more than
happy to discuss any of these issues in greater detail with you. One of
our experienced Atlanta employment discrimination lawyers will be able
to help you to better understand the laws, and represent you in your case.
To start the conversation, you can
call us at (404) 471-3725 or