Gender Discrimination No Company is Too Big to Play Fair.

Gender Discrimination Attorneys in Minneapolis

Federal law prohibits employers from discriminating against employees because of sex. In addition, nearly every state has laws that protect employees from sex discrimination. These laws prohibit discrimination in hiring, firing, tenure, promotion, pay, conditions, facilities, and privileges of employment. Employers are forbidden from discriminating using “disparate treatment,” which is treating members of one sex differently than members of the other sex in the terms of employment.

In 2020, the United States Supreme Court ruled in a landmark decision that civil rights law protects gay, lesbian, and transgender workers from harassment and discrimination at work. At issue was whether Title VII of the Civil Rights Act of 1964, the law that protects workers from discrimination based on race, religion, national origin, and sex, protects LGBTQ+ workers. The Court held that an employer who discriminates against an employee for being gay, lesbian or transgender violates Title VII’s prohibition on sex discrimination because the employer is discriminating against that individual in part for traits or actions it would not have questioned in members of a different sex.

A more subtle type of sex discrimination is called “disparate impact.” This occurs when an employer’s seemingly neutral policy affects members of one sex more negatively than it affects the members of the other. This, too, is illegal. Additionally, pregnancy discrimination and sexual harassment can also be considered forms of gender discrimination.

Examples of gender discrimination in the workplace include:

  • An employer provides lower pay or benefits to employees of one gender, even though employees of the opposite gender perform the same job under similar working conditions.

  • A manager regularly makes sexually suggestive comments to an employee, making them uncomfortable or fearful for their safety or career.

  • An employer fires or demotes an employee even though they perform their job duties better than co-workers of the opposite sex who were not fired or demoted.

  • Employees of one sex receive promotions more frequently and have more opportunities to develop their careers than employees of the opposite sex.

  • An employer treats an employee or job applicant negatively because they are pregnant, plan to become pregnant, or took time off for the birth of a child.

  • An employer rejected a job applicant because the employer prefers to hire only members of the opposite sex for the particular job.

Consult with Our Gender Discrimination Attorneys Today

If you have experienced discrimination based on your sex, gender, or pregnancy, please do not hesitate to contact our lawyers so we can provide the representation you need to fight for justice. We have an unparalleled commitment to our clients and are prepared to vigorously advocate for you at each phase of the legal process.

Please call (877) 344-4628 or contact us online to request a free consultation to discuss your legal options.

  • Nichols Kaster obtained a successful jury verdict for a BNSF railroad employee on a Federal Railroad Safety Act retaliation claim.

  • Nichols Kaster obtained a jury verdict for a task force Special Agent in South Dakota on sexual harassment and retaliation claims.

  • Nichols Kaster confirmed the standard protecting workers from retaliation for verbally reporting to employer violation of wage and hour law in front of the Supreme Court.

  • Nichols Kaster obtained the second-largest settlement ever paid by the City of Saint Paul in an employment suit.

  • Nichols Kaster obtained a jury verdict for a St. Jude medical device sales representative on a retaliation claim and defeated the company’s counterclaim for violation of a non-compete agreement.

Compassion. Strength. Experience. A Voice for Employees and Consumers When They Need it Most

Our team of passionate, talented professionals work every day on advancing and protecting people's rights. No entity is too big to play fair, so please don’t hesitate to reach out to our firm to discuss the details of your situation.