Civil Rights & Constitutional Law
Favorable resolution to Ohio Lottery Employee's federal sex...
June 13, 2015
• Practice Areas • Practices • Title VII of the Civil Rights Act of 1964: Federal Protection Against Employment Discrimination
Title VII is a federal law that prohibits employers from discriminating against employees or job applicants based on:
Race
Color
Religion
Sex (including sexual orientation, gender identity, and pregnancy)
National origin.
Title VII applies to most employers with 15 or more employees, including federal, state, and local governments, as well as private companies.
Title VII prohibits more than just hiring and firing decisions. It also bans discrimination in:
Pay and benefits
Promotions and demotions
Job assignments
Training opportunities
Workplace harassment
Retaliation for complaining about discrimination or participating in an investigation.
It also requires employers to provide reasonable accommodations for religious practices—unless doing so would cause undue hardship.
But please keep in mind that most states are at-will employment states, so unless you are experiencing specifically prohibited discrimination or other specifically and narrowly defined illegal employment practices, simply being mistreated is not enough.
Title VII covers both hostile work environment sexual harassment and quid pro quo sexual harassment.
That means it’s illegal for an employer or coworker to create a toxic environment through unwanted sexual advances, comments, or behavior—or to make job benefits conditional on sexual favors.
The law also protects LGBTQ+ employees: In 2020, the U.S. Supreme Court in Bostock v. Clayton County, Georgia confirmed that discrimination based on sexual orientation or gender identity is a form of sex discrimination under Title VII.
Title VII also makes it illegal for your employer to punish you for:
Filing a discrimination complaint
Participating in an investigation
Supporting another employee’s claim
Even if the underlying discrimination claim doesn't succeed, retaliation alone can be a violation of federal law.
To pursue a claim under Title VII, you must first file a charge with the Equal Employment Opportunity Commission (EEOC)—usually within 180 days in some states or 300 days in, among others, California, Ohio, Nevada, and New Mexico, of the discriminatory act.
After investigating, the EEOC may take action—or issue a “right to sue” letter, which then allows you to file a federal lawsuit.
If you win your case, the court may award:
Back pay (wages and benefits you lost)
Front pay (compensation for future lost wages)
Reinstatement to your job
Compensatory damages for emotional distress (subject to statutory caps)
Punitive damages (in some cases)
Attorney fees and court costs.
These remedies are meant to make you whole—and to send a message to employers who violate the law.
At The Chandra Law Firm LLC, we represent employees facing discrimination, harassment, or retaliation. We understand how painful and isolating these experiences can be—and we take your rights seriously.
We’re strategic trial lawyers with knowledge and experience in civil-rights law.
If you’ve experienced workplace discrimination or retaliation, don’t wait because you are facing short deadlines. Contact The Chandra Law Firm LLC today. When you fill out our intake form or speak with one of our intake specialists, please be sure to explain what your job was, working for whom and for how long, what your compensation is or was, what happened, who did it, what proof you might have, and how you were damages both economically and emotionally. The more specific and chronological you can be, the better.
This page is for general information and does not constitute legal advice. Each case is different. Consult an attorney for specific legal guidance.
At Chandra Law, your case is our cause.®