Employment Workplace Discrimination For Employees In Middlesex
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FAQ
Complaints of prohibited discrimination/harassment can be reported to either (Name of State Agency's EEO/AA Officer), the EEO/AA Officer, (Authorized Designee) or to any supervisory employee of the State Agency or through the State's Hotline (833-691-0404).
The answer depends on your claims and willingness to pursue litigation. If your claims are strong and you are invested in the litigation process, it can be very “worth it” to feel you are standing up for accountability, getting compensation for your injuries, and incentivizing the company to change its ways.
Consider Speaking Up: If you feel safe doing so, consider addressing the behavior directly with your manager. Use ``I'' statements to express how their actions affect you. Report the Behavior: If the discrimination continues, consider reporting it to HR or a higher authority within your organization.
Report discrimination to a local Fair Employment Practices Agency (FEPA). If the discrimination breaks both a state and federal law, the FEPA will also send your complaint to the EEOC. Use the EEOC's directory of field offices to find the FEPA near you.
Keep a Written Record: The first step in documenting employment discrimination is to keep a written record of every incident that occurs. Your records should include dates, times, locations, who was involved, who witnessed it, and details of what exactly happened.
Wronged employees have three ways of proving their employers intended to discriminate: circumstantial evidence, direct evidence, and pattern and practice.
How does a person file a complaint of employment discrimination? Online by creating an account and using our interactive California Civil Rights System, CCRS. Call the Contact Center at 800-884-1684 (voice). Print and fill out a hard copy of the Intake Form that matches your issue and send it.
Yes. Workplace discrimination is only illegal if it's because of race, gender, religion, sexual orientation, national origin, age (over 40), disability, pregnancy, genetic information, or military status.
The answer depends on your claims and willingness to pursue litigation. If your claims are strong and you are invested in the litigation process, it can be very “worth it” to feel you are standing up for accountability, getting compensation for your injuries, and incentivizing the company to change its ways.
1. Quick and Low-Stress. In our experience, most employers and employees prefer to settle discrimination cases out of court instead of going to trial. This is because settlement negotiations are usually faster and less stressful than litigation.
