Author: Stephen D. Hans
Employers first faced lawsuits for workplace sex discrimination during the 1960s after the enactment of the Civil Rights Act of 1964.
According to the Equal Employment Opportunity Commission (EEOC), flight attendants were among the first organized women’s groups to file lawsuits over sex discrimination. In the Lansdale v. United Air Lines, Inc. case, the pivotal issue was the company’s inequality in discharging female but not male employees after they married. In 1969, the district court ruled in favor of United, but the case ruling was reversed during appeal in 1971. In the Laffey v. Northwest Airlines, Inc. case, brought under Title VII of the Civil Rights Act and the Equal Pay Act, the court found for the plaintiff, ruling unequal treatment of males and females in hiring, pay, promotions, benefits and weight monitoring.
Since that time, sex discrimination remains an important issue employers must deal if they plan on successfully preventing lawsuits.
In a recent sexual harassment and retaliation case brought by the EEOC against EmCare, the jury awarded the plaintiffs $499,000. The findings addressed the fact the company’s Human Resources ignored the employees’ sexual harassment complaints regarding misconduct by the former AnesthesiaCare CEO. Two employees who filed complaints were fired within six hours of each other six weeks later, which the EEOC argued was retaliation.
Administrative resolutions are often the answer for employers to avoid costly outcomes like this one, along with Human Resources doing its part to enforce its company’s anti-discrimination policies.
Obtaining an experienced Queens, New York employment defense litigation lawyer at the onset of discrimination accusations can help you resolve issues quickly and protect your bottom line. Stephen Hans & Associates brings decades of experience to bear helping employers deal with discrimination issues and other employment disputes.