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Gender Discrimination in the Workplace

For the common person, most legal questions regarding employment that come up usually pertain to gender discrimination in the workplace. Individuals often wonder what they can or cannot do when they are faced with situations like these so they turn to Experts online for insight. Listed below is five of the top gender discrimination in the workplace questions that have been answered by the Legal Experts.

What can someone do if, their ex-spouse is having an affair with their attorney, and is in close relationship with the witnesses for a gender discrimination legal case and the plaintiff has lost the case in court??

In most cases appealing the verdict of the judge usually is the primary step and then to file a declaration of inadequate representation so they would be able to get new legal representative. Regardless of whether attorney for the other side knows or has relations with the witnesses is not relevant, the plaintiff can contact the state bar association if they feel that they have been unjustly represented. Although, the individual should only do this if they are certain that’s what really happened rather than them not being happy with their case. Many times, specifics in a gender discrimination case can be hard to prove.

Is it considered illegal gender discrimination if a supervisor tells his employees that only females can wait on a specific customer at the customer’s request, when all of the employees work on commission?

In most situations, this would be considered gender discrimination, if the employer or manager only permits women to wait on the customer when there’s an equal share of commission even if the customer requests for it. Although, if the customer does request for a woman rather than a man and the employer or manager was not aware of the situation then that wouldn’t be gender discrimination.

Is it advisable for a employee to hire an attorney to file a complaint with the EEOC and DOL for gender discrimination?

There are multiple laws pertaining to gender discrimination, so typically it would be sensible to at least have a conference with a local employment lawyer or legal advisor regarding the specifics and concerns However, if someone is facing gender discrimination and need answers fast, they can ask a Legal Expert. Many times this will help keep the actual legal fees to a minimum while providing legal knowledge.

How much would a gender discrimination lawsuit compensate if won in Minnesota?

In Minnesota, if the individual was to gain a positive jury ruling, the law usually caps out for compensation for emotional agony and distress at around $3000.00. Naturally, the individual can be awarded less. This would all be entirely up to the panel of judges. Normally, larger emotional agony court judgments involve a medical specialist statement. The individual can also be awarded lawyer costs and lost salary.

If a state gender discrimination claim has been discharged on summary judgment, what is the likelihood that the EEOC will also discharge the claim?

EEOC will probably write off the charges if the state dismissed the case in most situations. Usually, both organizations come together as a team, and will stand for each others logic. The individual could engage in an EEOC claim, they might try to mediate the situation with the owner and through mediation, the individual can resolve the case with the company. EEOC enforces The Federal Civil Rights Laws, so there’s a chance that the EEOC can obtain enough proof to continue the case based on the Federal Law. Gender discrimination in the workplace is a very diverse topic. There are several other questions relating to this as well. Such as, what is gender discrimination, gender discrimination article, and gender discrimination laws. When people want fast and effective answers Experts can be of help.

Ask an Employment Lawyer

Tina
Tina, Lawyer
Category: General
Satisfied Customers: 8108
Experience:  JD, BBA, recognized by ABA for excellence.
4460311
Type Your Employment Law Question Here...
characters left:
5 Employment Lawyers are Online Now

How JustAnswer Works:

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    Experts are full of valuable knowledge and are ready to help with any question. Credentials confirmed by a Fortune 500 verification firm.
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    Ask follow up questions if you need to.
  • 100% Satisfaction Guarantee
    Rate the answer you receive.

Employment Lawyers are online & ready to help you now

Tina
Lawyer
Satisfied Customers: 7759
JD, BBA, recognized by ABA for excellence.
Marsha411JD
Lawyer
Satisfied Customers: 10539
Licensed Attorney with 27 yrs. exp in Employment Law
Infolawyer
Lawyer
Satisfied Customers: 9785
Licensed attorney helping employers and employees.

Recent Gender Discrimination Questions

  • Can an employer get away with asking for on an application

    Can an employer get away with asking for on an application or otherwise about the applicant's marital status? If so, is there any way to fight this? Does it happen where an employer might ask this question? I just think one's marital status has nothing to do with working in a job. Same thing when people ask about your living arrangement, or if you live in your own home or rent. I'm thinking "Are they asking because they are envious, and will discriminate against me if I live in my own home? Or are they arrogant, and think that anyone that rents an apartment is below them?" Again, one's living arrangement has nothing to do with working in a job.Thank you.

  • I work for express scripts and have fmla. I was told by my case worker I could only u

    I work for express scripts and have fmla. I was told by my case worker I could only use 80 hours a month for fmla. So I advised my doctor of this when filling out my paperwork. In November I went over my 80 hours by 19 hours and those were denied. The hours missed in December were denied also. Case manager is now requiring recertification. I still have 144 hours left of fmla hours. I did not think it mattered how many hours you took a month as long as you don't go over your 480 hours in the given period. Am I correct?
  • My employer has force my onto medical leave. Can they

    My employer has forced my onto medical leave. Can they retroactively turn this into FMLA without informing of the possibility?

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