Gender DiscriminationEmployers cannot discriminate against employees or job applicants on the basis of gender
Gender Discrimination
In fact, under the law (Title VII of the Civil Rights Act of 1964), employers are prohibited from discriminating against employees or job applicants based on gender. In addition, sex discrimination can take many forms. Moreover, it can be intimidating and harmful in many ways. Gender discrimination and harassment can happen to women and men alike.
For instance, have you experienced gender discrimination at work?
Our lawyers strongly support the rights of women and men to work in an environment free from harassment, intimidation and intolerance. Additionally, we have significant and meaningful experience handling negotiations, remediation and litigation of discrimination claims on behalf of employees.
For example, Advantage Law Group protects the rights of employees who have experienced gender discrimination which includes:
- For instance, sexual harassment including quid pro quo, conditions of employment or promotion based on performance of sexual activity, and harassment that contributes to a hostile work environment;
- Additionally, unequal pay for equal work;
- As well as pregnancy discrimination;
- And sexual preference discrimination;
- Lastly, wrongful termination based upon gender or gender roles and/or stereotypes.
Know Your Rights. Let Us Protect Them.
Lastly, if you have been fired, demoted, harassed, discriminated against or have suffered from an adverse action due to your gender, we would like to speak with you.
Finally, We Can Help You
In addition to our offices in San Diego, we have locations in Orange County, and the San Francisco Bay Area. We represent employees statewide throughout California. And this includes employees that have been treated in an adverse manner due to their gender. If you feel you’ve suffered unfair or illegal treatment because of your gender, call us at 800-507-9470 to schedule your free case evaluation with an experienced employment law attorney.
