Some of the circumstances in which claims arise as a result of alleged employment discrimination will be discussed in this article. In Part II, we will identify some of the common scenarios observed in such cases.
Most of us would like to imagine that such discriminatory practices do not occur in our society today. However, if you have had that rumination shattered due to such a practice, you may gain some comfort in realizing lawsuit loans are available and in many situations awarded in such cases.
Such discriminatory practices manifest in numerous shapes and sizes, and virtually no work environment is free of this menace! Many employers come to realize that these discriminatory practices often destroy reputations. Profitability of businesses that engage in these practices is almost always adversely affected. You may find that settlement funding enables you to pursue such an action when, but for that funding you would be forced to abandon your claim.
Discrimination Law is a branch of the Law that serves as an ally in efforts to stop unfair employment practices. There are certain characteristics protected by federal and/or state nondiscrimination laws that fall under the branch’s ambit, e.g., age, disability, national origin, sex, religious beliefs, race, or color. Left in its wake, very often, is a traumatic experience for individuals so-affected that results in a negative impact on their economic security, retirement, and self-esteem.
Lawsuit loans are customarily provided to those victimized by this form of discrimination occurring in situations ranging from hiring and promotions, distribution of benefits, e.g., training and vacation, and the ability to work overtime. Settlement funding is essential principally because, in these cases, the ability to work has been improperly severed.
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employers from discriminating against employees, in both hiring and firing, on the basis of national origin, sex, religion, color, and race. The Equal Pay Act of 1963 (EPA) was enacted to protect men and women from sex-based discrimination if, while in the same environment, they perform substantially equal work.
Individuals 40 years-of-age and older are protected from employment discrimination under the Age Discrimination in Employment Act of 1967 (ADEA). Titles I and V of the Americans with Disabilities Act of 1990 (ADA) prohibit employment discrimination against qualified individuals in the private sector, as well as in local and state governmental sectors.
Disabled individuals employed by federal governmental agencies are protected against employment discrimination under Sections 501 and 505 of the Rehabilitation Act of 1973.
Employers are often forced to modify such discriminatory practices once a case is filed. Awards arising out of this particular category of claims, if the plaintiff prevails, are often for millions of dollars. Those who file claims in this category must prepare for a long and protracted battle. Settlement funding is often required to maintain such an action while the former employer challenges the allegations on which the claim is based.
This type of litigation is well-suited for lawsuit loans. However, settlement funding is customarily required due to both the protracted nature of the underlying claim and likelihood of appeal if the plaintiff does prevail.