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Do you know about the workplace protections Title VII affords crime victims?

On Behalf of | Apr 14, 2021 | Employment Litigation |

Title VII of the Civil Rights Act (Title VII) is a federal law enacted in 1964. It prohibits discrimination against both job applicants and employees for their belonging to protected classes including, gender, religion, sexual orientation, disability, creed, race, ethnicity, national origin and gender. 

This federal law also protects the rights of crime victims, including those who have suffered sexual assault, stalking and domestic violence. 

How Title VII protects certain crime victims’ rights

Title VII prohibits employers from discriminating against workers based on gender biases. If an employee who reports having become a victim of domestic violence is fired because their employer perceives them as weak or prone to trouble, that may be a violation of federal law. The same logic would apply if a company terminated an employee who secures a restraining order against their partner.

This same federal law prohibits sexual harassment in the workplace. It’s a Title VII violation if an employee notifies their employer of sexual harassment and their employer takes no action or fires them. The same holds true if an employee receives reassignment or demotion after reporting a rape by a colleague or manager.

It may also violate Title VII if an employer refuses to allow a worker to take leave to receive therapy or other medical treatment after they report becoming a domestic violence victim. The same logic applies if an employer fires a worker who suffers physical scars or disfigurement from domestic violence.

Do you have a valid Title VII claim?

Countless workers received demotions, pay reductions or lose their jobs each year after reporting sex-based discrimination in the workplace. Proving such treatment isn’t easy, but an attorney can guide you through the process of doing so. Your lawyer can also advise you of your right to potential compensation for what you’ve had to go through. 

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