Women have long fought for the right to be treated as equals at the workforce, and have been successful in passing laws on the federal and state level that prohibit on-the-job discrimination. Unfortunately, discrimination based on sex is still all too common.
The laws prohibiting gender discrimination protect both women and men from adverse action in employment decisions and in compensation. However, despite the fact that the Equal Pay Act has been on the books since 1963, women still make about 78 cents for every dollar a man makes in Connecticut, according to Census statistics.
Connecticut Gender Discrimination Lawyer
If your employer has violated laws protecting workers against discrimination on the basis of sex, including law requiring equal pay for equal work, a skilled attorney can help you obtain the compensation you deserve, including back pay and attorneys’ fees. At Hayber, McKenna & Dinsmore, our Connecticut gender discrimination lawyers fight for the rights of women and men who are the victims of illegal on-the-job discrimination.
Fill out our online form today so we can review the details of your case. We represent employees throughout Connecticut, including in Hartford, New Haven, Stamford, Milford, Bridgeport, Norwalk, Manchester, Greenwich, Waterbury, and Fairfield.
Key Issues in Gender Discrimination Cases
If you believe you are the victim of on-the-job gender discrimination, here are a few things to look out for:
- Have you faced a negative employment decision, including refusal to hire, termination or denial of promotion on the basis of your sex or gender?
- Are women or men paid less than their counterparts in the same company of the opposite sex who perform equal work and have more or less equal experience and education?
If you answered “Yes” to these questions, you may have a case for gender discrimination under state and federal law in Connecticut. Your attorney will be able to help you determine what course of action is best for you.
Sex Discrimination Information Center
Both the Civil Rights Act of 1964 and the Connecticut Fair Employment Practices Act prohibit employment discrimination on the basis of sex. Discrimination can encompass a broad range of employment decisions and actions, including failure to hire, termination, and failure to promote. Some workplaces have “good ol’ boy” clubs, in which men are more likely to advance than women. This can be in violation of antidiscrimination laws.
For example, Amanda is a manager for a 100-employee firm in Waterbury. She has applied for an open director spot for which she is well-qualified. Another manager, Brian, is applying, but lacks seniority and is not nearly as qualified. Brian gets the job. Amanda inquires and discovers that the CEO hosts a poker game for male employees of the firm. Brian attended, discussed the position and the CEO gave him the job. Amanda should explore her options for an employment discrimination lawsuit.
Sexual harassment is also a form of gender-based discrimination.
Conn. Gen. Stat. § 31-75 prohibits an employer from discriminating on the basis of sex in matters related to compensation.
29 U.S.C. § 206(d), or the Equal Pay Act, is a federal law that prohibits discriminating on the basis of sex in wages. This law prohibits paying employees of one sex different pay for equal work when the jobs require equal skill, effort and responsibility; and are performed under similar working conditions.
The Lilly Ledbetter Fair Pay Act extended the statute of limitations for bringing an action under federal law so that a person can bring an action against an employer within 180 days of the last paycheck, instead of 180 days after the discriminatory decision. The law was important because it is often difficult for workers to discover they are paid less for discriminatory reasons.
For instance, Yvette is a processor in Bridgeport who has worked at a plant for 12 years. She started at the standard pay for both men and women. However, eight years ago, Yvette had a child and exercised her legal right to take leave. Her employers wrongfully gave her poor evaluations and, as a result, she did not receive a merit pay increase and her salary is now 10 percent less than men performing the same work. Under the Lilly Ledbetter Fair Pay Act, Yvette would still have standing to sue.
Finding A Gender Discrimination Attorney in Connecticut
If you have suffered on-the-job discrimination based on your gender, an attorney can help you recover the damages you have suffered. Contact a skilled Connecticut gender discrimination lawyer to discuss your complaint. Fill out our online form today so we can review the details of your case.