Tennessee workplace discrimination is against the law. Employers who engage in discriminatory practices can be held liable – both equitably and financially.
If you have been the victim of illegal discrimination, contact a Nashville discrimination lawyer to review your situation. Let our lawyers determine whether you might be entitled to equitable relief or financial compensation. Remember, you have rights under the law and we can help you protect them.
Employers cannot discriminate against employees who are part of a protected class and are prohibited from creating hostile work environments under state and federal law.
Under state law, Tennessee employees are protected from illegal discrimination under several laws including the Tennessee Human Rights Act (THRA) which prohibits discrimination based on an employee’s race, creed, disability, color, religion, sex, age or national origin.
The Tennessee Disability Act (TDA) further prohibits employers from discriminating against employees based on physical, mental or visual disabilities.
Under federal law, Tennessee employers are prohibited from discriminating against employees based on:
Title VII of the Civil Rights Act of 1964 places harsh penalties on employers who discriminate against anyone in a protected class, which means that anyone who believes they have been discriminated against should consult with a Nashville workplace discrimination lawyer immediately.
In addition to discriminatory practices, Tennessee employers can also be held liable for creating a “hostile work environment” which includes engaging in:
To be actionable, the issue must generally become significant and pervasive enough to report to Human Resources and the company does little or nothing to stop the actions.
Employees who have been discriminated against can sue their employers and receive compensatory damages for out of pocket expenses such as getting therapy and related medical costs due to stress, loss of enjoyment of life, mental anguish, the time and costs associated with looking for another job, lost career opportunities within the company, and punitive damages in cases of intentional discrimination where an employer knew that its actions were illegal, but engaged in them nonetheless.
Every situation is unique and a discrimination attorney can determine what types of compensation may be awarded.
The bottom line is that employers must treat all employees fairly and reasonably without singling them out based on a protected class. When they do not, the law provides that employees who have suffered due to the discrimination can be made whole again.
If you have been the victim of illegal employment discrimination in Tennessee, find out how a Nashville discrimination lawyer can help you. Let us review the facts and circumstances surrounding your situation and determine whether you might be entitled to compensation.
Employment laws can prevent employers from taking advantage of employees – but only when employers are held accountable for their actions. If you have been the victim of discrimination, it is important to understand that employers cannot retaliate against you for complaining or filing a lawsuit. Need more information? Call us today for a free consultation.
The goal of the law, in any claim or lawsuit filed, is to put the victim in the same position or as close as possible) they would have been if the violation had never occurred. In addition, compensatory and punitive damages can be awarded in cases involving intentional discrimination.
Compensatory damages are damages to pay victims for out-of-pocket expenses (such as costs associated with a job search or medical expenses) and compensate them for any emotional harm suffered such as mental anguish, Archives inconvenience, or loss of enjoyment of life).
Punitive damages “punish’ or discourage the employer from acting in a similar manner in the future. They discourage other employers from behaving in the same manner. The employers conduct need not be ‘egregious’ to allow an award of punitive damages. In other words, it is the intention of the employers actions , not their outrageousness, that determine the need for punitive damages. Therefore the question to ask is “Did the employer know an action was illegal, yet do it anyway? If an employer intentionally discriminated with malice or reckless indifference, then punitive damages can be awarded.
Under the Equal Pay Act, victims can recover the actual damages for back pay. They also may recover ‘liquidated’ or double damages.