Derek Smith Law Group / Title VII of the Civil Rights Act

Title VII of the Civil Rights Act

Based on 500+ Select Nationwide Reviews

Free Case Review

The Fee Is Free Unless You Win.
Top Rated Employment Law Firm
Protecting Families Since 1995
$400 Million Won

TABLE OF CONTENTS

Employment Discrimination and Sexual Harassment Attorneys Representing Victims of Title VII Violations for Over 25 Years.
What Is the Background of the Civil Rights Act?
What Is Title VII of the Civil Rights Act?
What Was the First Case Heard by the EEOC Regarding Title VII?
What Does Title VII Protect?
What Are Examples of Title VII Violations?
How Is Sexual Harassment Addressed Under Title VII?
What Remedies Are Available When You Experience Title VII Violations?
Does Title VII of the Civil Rights Act Protect Your Rights Outside of the Workplace?
Contact our Employment Discrimination and Sexual Harassment Lawyers Today!

Employment Discrimination and Sexual Harassment Attorneys Representing Victims of Title VII Violations for Over 25 Years.

Title VII of the Civil Rights Act of 1964 protects employees and job applicants from discrimination and sexual harassment at work. Employers, CEOs, managers, supervisors, coworkers, clients, customers, and nonemployees are prohibited from taking negative (or adverse) employment actions based on specific characteristics (known as protected classes).

When your employer violates your rights under Title VII, you have the right to seek justice. You have the right to file a complaint without the fear of wrongful termination or other forms of retaliation. You have the right to demand a working environment free from harassment and discrimination.

You need an attorney who will work with you, advocating for your rights. Your lawyers should know how the law applies to your case. They should help you negotiate towards a fair and equitable settlement that will help you get back on your feet.

What Is the Background of the Civil Rights Act?

Signed into law by President Lyndon B. Johnson on July 2, 1964, the Civil Rights Act came on the heels of beloved President John F. Kennedy’s assassination. Amidst civil strife and racial tension, the United States stood at a crossroads.

President Johnson carried on JFK’s legacy by signing the Civil Rights Act. The Act provided sweeping legal reform by prohibiting discrimination in various areas of American life. The most notably affected areas of life were employment and housing.

What Is Title VII of the Civil Rights Act?

Title VII says, “It shall be an unlawful employment practice for an employer…to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin.

The Act provides protections for employees and job applicants against discrimination in the workplace due to protected classes. Title VII defines protected classes as characteristics shared by a specific group of people. Title VII protected classes include the following groups:

Race
Color
National Origin
Sex/Gender (including sexual orientation and gender identity)
Religion

Title VII further prevents retaliation, such as wrongful termination, for employees who make complaints of discrimination in the workplace.

To process and litigate discrimination claims, Title VII authorized Congress to create the Equal Employment Opportunities Commission (“EEOC”). This organization is a federal administrative agency tasked with being the government’s right hand in the battle against employment discrimination.

What Was the First Case Heard by the EEOC Regarding Title VII?

The First complaint filed with the EEOC related to female flight attendants seeking protections under the new Title VII. These flight attendants claimed sexual harassment and gender discrimination at work.

Many people saw this complaint as a joke. The running gag was “Title VII is going to require the Playboy Club to give men the equal opportunity to don puff tails and silk ears and work as one of its scantily clad waitresses.” All jokes aside, that’s just what the law did.

Barbara Roads, the union leader for the flight attendants, walked into the EEOC with another blonde stewardess to file a complaint. The complaints included allegations of a ban on marriage, age discrimination, and weight tests.

The Airlines argued that businessmen would be discouraged from flying if they were forced to change their regulations. Martha Griffiths, one of only five female EEOC Directors, famously stated, “What are you running, an airline or a whorehouse?” Through hard-fought legal battles, the stewardesses won their case. This win provided teeth not only to Title VII but to the newly established EEOC.

What Does Title VII Protect?

Title VII protects employees and job applicants from being discriminated against on the basis of their race, color, national origin, ethnicity, sex, gender, religion, or creed.

Title VII applies to employers with at least 15 employees. It also applies to labor unions, employment agencies, and federal and state government employers.

An employee cannot be denied a position due to his status in a protected class. He cannot be denied for his association with a person within a protected class either.

Title VII also protects employees from any forms of retaliation, such as wrongful termination, demotions, or any other adverse employment actions because they decided to report violations of the law.

What Are Examples of Title VII Violations?

Anyone within a company, their clients, and nonemployees may commit actions of discrimination. Examples of Title VII violations include:

Making sexist comments that a woman belongs in the kitchen as opposed to an office.
Denying a job offer to an African American job applicant who is as qualified as the Caucasian applicant you hired.
Refusing to allow Muslims prayer time throughout the day.
Inappropriately grabbing male employees as they pass by your desk.
Sending emails with racist jokes to coworkers.
Insisting that all employees always speak English, even if it has nothing to do with their job tasks.
Indian clients refusing to work with an Indian employee because that employee is too dark.
Firing an employee because he reported discrimination to the EEOC.
Calling ICE against a Mexican job applicant instead of offering him a position.

How Is Sexual Harassment Addressed Under Title VII?

Sexual harassment is a form of sex discrimination under Title VII. Sexual harassment is an unwanted request for sex, unwelcome physical contact, or unwanted sexual comments.

Sexual harassment creates two basic complaints: quid pro quo and a hostile work environment. Quid Pro Quo sexual harassment occurs when an employer promises favorable treatment to an employee in exchange for sexual favors.

A hostile work environment occurs when an employer creates an environment that a reasonable person finds intimidating. The environment makes it difficult to continue daily tasks.

Contact a qualified sexual harassment attorney to learn more about how Title VII can protect your rights against sexual harassment at work.

Testimonials

Hear From Our Valued Clients

Discover how our expertise has helped clients overcome their legal challenges and achieve successful outcomes.

During the time that I really needed a good counselor and I was approaching different attorneys unfortunately before they heard the problem they were demanding a retainer fee. A friend of mine introduced me to the Derek Smith Law Group and I was very fortunate to be answered by Matt Finkleberg who was very polite and understanding and gave me a lot of confidence without asking for any fees in f... Read Full Testimonial

Sambiz Amini

Matt Finkleberg is by far the best attorney I’ve ever hired!

Tanya Scheer

Matt Finkelberg is an outstanding attorney. It was a pleasure to have him represent me for my employment case. He was very easy to talk to. He was very supportive and knowledgeable throughout the whole process. He explained the entire process to me and kept me informed every step of the way. Matt fought diligently throughout my case to make sure my case was represented best. I am very gratef... Read Full Testimonial

Phyllis Parker

Matt Finkelberg is a top notch lawyer. He is very easy to talk to and truly cared about me as his client. He definitely earned my trust and confidence in his capabilities to represent me in the most professional respects. I give Matt and his firm the Derek Smith Law Group my highest recommendation to anyone who is seeking legal help for employee/employer related matters.

Wally Peczon

Matt Finkelberg is a life saver. During this whole process not only did I have a great lawyer but I also made a great friend. Matt was very attentive to my case, and mental health. Matt helped me during probably the darkest time of my life and for that I am forever grateful to have came across the Derek Smith law group. As a past client, I 100% recommend Matt Finkleberg. Matt provides a safe sp... Read Full Testimonial

Tali Loya

It was a pleasure to have Casey represent and help me for my employment case. It was my first time needing an attorney, so I was a bit apprehensive at first – Casey took the time to answer all of my questions and fully explain everything to me, which really put me at ease. He was very attentive, supportive, and knowledgeable throughout the whole process – Casey would ask questions to ensure... Read Full Testimonial

Corey Kientz

matt is an excellent attorney. he handled my case with the utmost care and highly exceeded all expectations. i could not recommend derek smith and esp. matt finkelberg enough

Seedie Whiser

Corey Kientz

You will be in great hands at this firm! Alyssa the managing paralegal is an absolute professional who excels at what she does. You can tell she truly cares about providing the best service possible, and is passionate about helping her clients. With Alyssa at the helm, this firm is a top-notch choice for anyone seeking assistance. Highly recommend!

Marissa Shander

Matt Finkelberg is Amazing and Devotional! It was a pleasure to have Matt represent me for my employment case. He was very attentive, supportive, and knowledgable throughout the whole process. Whenever I reached out he responded promptly which I greatly appreciated. Matt fought diligently and hard throughout my case to make sure my case was represented best. Thank you again Matt for everything.... Read Full Testimonial

jessica gonzalez

Olivia is absolutely outstanding! She understands the emotional side of your case while being able to find the legal aspects of holding the employer accountable for breaking the law! Made a really terrible situation a little easier by explaining everything and helping me get everything in order and in the right hands. I would not use anyone else! Call them for any sexual harassment case... You ... Read Full Testimonialwon't be disappointed! 10/10

Rae Millstone

Get Help for Workplace Discrimination

Our dedicated attorneys are ready to fight for your workplace rights and ensure justice!

Free Consultation 800 807 2209

What Remedies Are Available When You Experience Title VII Violations?

Title VII violations put victims in horrific circumstances. Many times, victims are left humiliated, without a job, and feeling hopeless. The courts understand this and want to help you receive relief. Remedies can include monetary relief, such as reimbursement of expenses, lost wages, and money for pain and suffering and emotional distress.

Relief can also include injunctive relief (court-mandated actions). Some examples of injunctive relief may include the reinstatement of employment and changes to company policies and procedures.

Does Title VII of the Civil Rights Act Protect Your Rights Outside of the Workplace?

Discrimination and sexual harassment can happen in many situations. The Civil Rights Act offers different sections to help fight discrimination and harassment in housing, public places, and more. Other laws can also prohibit discrimination in education.

However, Title VII of the Civil Rights Act specifically prohibits discrimination and sexual harassment in employment. Yet, Title VII will apply when discrimination or sexual harassment occurs at work-related events outside of the workplace. It also occurs when people work in a remote workplace through online harassment.

To help determine if Title VII can help your discrimination or sexual harassment claim, contact the Derek Smith Law Group’s experienced employment lawyers. They can help you find the proper law to help your discrimination or sexual harassment claim.

Verdicts & Settlements

Our results speak for themselves

$4.9 Million Settlement

Case Handled by The Derek Smith Law Group Attorney Catherine Lowry Schuylkill County, Pennsylvania The Derek Smith Law Group secured a $4.9 million settlement on behalf of multiple employees of Schuylkill County who came forward with allegations of sexual harassment,…

$1.5 Million Settlement

Case Handled by The Derek Smith Law Group Attorney Derek Smith Supreme Court of the State of New York, County…

$2.78 Million Jury Verdict

Case Handled by The Derek Smith Law Group Attorney Zachary Holzberg United States District Court, Eastern District of New York…

$4.050 Million Jury Verdict

Case Handled by The Derek Smith Law Group Attorney Derek Smith Supreme Court of the State of New York, County…

$1.6 Million Jury Verdict

Case Handled by The Derek Smith Law Group Attorney Derek Smith Supreme Court of the State of New York, Appellate…

Contact our Employment Discrimination and Sexual Harassment Lawyers Today!

Title VII is the basis for employment discrimination and sexual harassment protections in the workplace. If your employer violated your rights under the law, contact the dedicated attorneys at the Derek Smith Law Group today!

The skilled sexual harassment and discrimination attorneys at the Derek Smith Law Group have years of experience litigating discrimination claims under Title VII.

Do You Have Questions About Your Rights Under Title VII of the Civil Rights Act? Please Contact Us with Your Concerns at 800.807.2209 or derek@dereksmithlaw.com.