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Complaint For Employment or Workplace Discrimination and Sexual...

Title Vii And Section 1981 In Maricopa

Q: Who can file a claim under Title VII?

In fact, the title defines an employee as simply &quot;an individual employed by an employer.&quot; Therefore, assuming they work or are applying to work for a covered employer as outlined above, Title VII provides discrimination protection for all employees, former employees, and those applying to be employees.

Category:

Civil Actions - Employment Discrimination

State:

Multi-State

County:

Maricopa

Control #:

US-000296

Format:

Instant download

Description

The document is a complaint filed in the United States District Court addressing employment discrimination and sexual harassment claims under Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act of 1991, as well as Section 1981. It outlines the identities of the Plaintiff and Defendants, allegations of unlawful actions, and the suffering of economic damages. The Plaintiff has filed EEOC charges and received a Right to Sue Letter, confirming all pre-filing administrative actions have been completed. Key features of this form include the necessity of a clear statement of facts and the basis for claims, including requests for both actual and punitive damages. Target users, such as attorneys, partners, owners, associates, paralegals, and legal assistants, will find this form essential in structuring claims effectively against employers for violations of civil rights. They are advised to fill in the specific identities and accounts related to the case accurately while ensuring compliance with relevant laws and regulations. This form serves as a critical tool for stakeholders seeking justice in cases of workplace discrimination and harassment.

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FAQ

While similar in protecting against unjust discrimination, Section 1981 differs from Title VII of the 1964 Civil Rights Act.

In fact, the title defines an employee as simply "an individual employed by an employer." Therefore, assuming they work — or are applying to work — for a covered employer as outlined above, Title VII provides discrimination protection for all employees, former employees, and those applying to be employees.

Title VII of the Civil Rights Act does not cover federal employees or independent contractors. However, federal employees are protected against discrimination by other federal anti-discrimination laws.

This subchapter shall not apply to an employer with respect to the employment of aliens outside any State, or to a religious corporation, association, educational institution, or society with respect to the employment of individuals of a particular religion to perform work connected with the carrying on by such ...

Does Title VII apply to all employers? Title VII applies to private-sector employers with 15 or more employees, to state and local government employers with 15 or more employees, and to the federal government as an employer. Title VII also applies to unions and employment agencies.

While both statutes prohibit discrimination on the basis of race, Section 1981 contains no damages cap. The most a plaintiff can recover in “non-economic” compensatory and punitive damages in a Title VII is $300,000.00.

Title VII of the Rehabilitation Act of 1973 created the Independent Living Services and Centers for Independent Living programs.

The employee must first present evidence that he is a member of a protected class, he was qualified for the position he held, he suffered an adverse employment action such as being fired, and that he was replaced with another worker who is not a member of that protected class.

Section 1981, which is codified at 42 U.S.C. 1981, protects the equal right of all persons to make and enforce contracts without respect to race.