Plaintiff seeks to recover damages from her employer for employment discrimination and sexual harassment. Plaintiff states in her complaint that the acts of the defendant are so outrageous that punitive damages are due up to and including attorney fees.
Employment Workplace Discrimination For Criminal Record In Dallas
State:
Multi-State
County:
Dallas
Control #:
US-000296
Format:
Word;
Rich Text
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FAQ
What are the requirements to file a complaint? The physical address you worked at must be within the state of Texas. The company must have 15 or more employees. The date of discrimination must have occurred within the last 180 days from the date you are submitting the complaint.
Texas law provides some protections to job applicants by prohibiting reports conducted by consumer reporting agencies to include criminal history information older than 7 years in their reports. The federal Fair Credit Reporting Act provides similar protection, but there are some exceptions to this "7-year" rule.
Your application will be denied if you fall within the scope of one of the inadmissibility grounds as set out under US law. In particular, your current and/or past actions, such as drug or criminal activities may make you ineligible for a visa.
The good news is, even if your criminal record renders you inadmissible, depending on the crime, you might still be able to ask the U.S. government to overlook ("waive") the crime for the purpose of obtaining legal employment in the United States.
Employers can consider criminal records when they make the final decision about hiring. But employers cannot treat people differently because of their race or national origin.
Direct evidence is most helpful to a Texas workplace discrimination case. Examples of direct evidence may include: Written employment policies. Communications or witness testimony.
Here are a few things you can ask for in a settlement: Punitive Damages. If an employer deliberately and maliciously discriminates, you may be able to seek punitive damages on top of other compensation. Economic Damages. Non-Economic Compensatory Damages. Attorney's Fees.
It is not illegal for an employer to ask a job appli- cant about his or her criminal history, and it is not ille- gal for an employer to use that information to make a decision not to hire an individual as long as they follow the procedure outlined above.