Civil Rights
"Civil Rights" in terms of the employment and the workplace, generally refers to variety of causes of actions which are designed to protect members of a protected class from being unjustly discriminated against. Such protected classes include, but are not limited to, race, gender, nationality, disability, age, familial status, religion, and in many jurisdictions, sexuality. (Though there have been rare cases when civil rights actions have been sustained by members of a majority class under the term "reverse racism," such actions are the exception, not the rule.)
Four major federal laws--the Civil Rights Act of 1964; the Civil Rights Act of 1991; the Age Discrimination in Employment Act of 1967; and the Americans with Disabilities Act of 1990--protect the rights of workers to be free from workplace discrimination in the United States. Illinois workers have additional protection under the Illinois Human Rights Act. For example, the Americans with Disabilities Act only applies to employers with 15 or more employees after July 26, 1994. But the Illinois Human Rights Act covers alleged discrimination based on physical, mental or perceived handicap by any Illinois employers with one or more employees. In addition, the Illinois law covers more types of discrimination than the federal laws. Employees also should be aware that there may be local anti-discrimination laws applicable to their employment situation. For example, Cook County and the City of Chicago both have employment rights laws that apply to all employers with employees. That is, even an employer with one employee in Chicago or Cook County is subject to local employment laws. Also included under the umbrella of "Civil Rights" actions are those for retaliation. Retaliation most often occurs as form of back lash from the accused toward the victim. An obvious example is when an employee accuses his or her boss of discrimination, and the boss in turn terminates the employee for complaining about the perceived discrimination or harassment. However, it is not necessary to be the victim of discrimination or harassment to have a cause of action for harassment. Any employee who is made to suffer as a result of complaining about what he or she perceives to be unlawful treatment against any employee may have a cause of action for retaliation. Most civil rights statutes protect individuals who merely stand up for the victim of discrimination, and as a result of doing so, are terminated, demoted, or suffer in some other way in the terms or condition of their employment. Such a person has a cause of action either for unlawful retaliation.
It is important for a person to contact an attorney experienced in civil rights matters before you take any action against what you perceive to be unlawful retaliation. It is often that what a reasonable believes to be protected activity under his or her civil rights finds out the hard way that such activity was not protected at all. Moreover, as with the majority of civil rights actions, time is of the essence.
Ryan Scott Nalley concentrates his practice in representing employees whose civil rights have been violated in the workplace. If you feel that your civil rights have been violated, feel to call The Law Office of Ryan Scott Nalley for a free phone consultation at 312.523.2168.
Four major federal laws--the Civil Rights Act of 1964; the Civil Rights Act of 1991; the Age Discrimination in Employment Act of 1967; and the Americans with Disabilities Act of 1990--protect the rights of workers to be free from workplace discrimination in the United States. Illinois workers have additional protection under the Illinois Human Rights Act. For example, the Americans with Disabilities Act only applies to employers with 15 or more employees after July 26, 1994. But the Illinois Human Rights Act covers alleged discrimination based on physical, mental or perceived handicap by any Illinois employers with one or more employees. In addition, the Illinois law covers more types of discrimination than the federal laws. Employees also should be aware that there may be local anti-discrimination laws applicable to their employment situation. For example, Cook County and the City of Chicago both have employment rights laws that apply to all employers with employees. That is, even an employer with one employee in Chicago or Cook County is subject to local employment laws. Also included under the umbrella of "Civil Rights" actions are those for retaliation. Retaliation most often occurs as form of back lash from the accused toward the victim. An obvious example is when an employee accuses his or her boss of discrimination, and the boss in turn terminates the employee for complaining about the perceived discrimination or harassment. However, it is not necessary to be the victim of discrimination or harassment to have a cause of action for harassment. Any employee who is made to suffer as a result of complaining about what he or she perceives to be unlawful treatment against any employee may have a cause of action for retaliation. Most civil rights statutes protect individuals who merely stand up for the victim of discrimination, and as a result of doing so, are terminated, demoted, or suffer in some other way in the terms or condition of their employment. Such a person has a cause of action either for unlawful retaliation.
It is important for a person to contact an attorney experienced in civil rights matters before you take any action against what you perceive to be unlawful retaliation. It is often that what a reasonable believes to be protected activity under his or her civil rights finds out the hard way that such activity was not protected at all. Moreover, as with the majority of civil rights actions, time is of the essence.
Ryan Scott Nalley concentrates his practice in representing employees whose civil rights have been violated in the workplace. If you feel that your civil rights have been violated, feel to call The Law Office of Ryan Scott Nalley for a free phone consultation at 312.523.2168.