Age Discrimination

Both Federal and Missouri law prohibit employers from discriminating against their employees and prospective employees based upon their age.

Under the Missouri Human Rights Act, it is an unlawful practice to refuse to hire or to discharge employees because they are aged between forty and seventy. Further, employers may not limit, segregate or classify an employee on the basis of being aged between forty and seventy. Employers may not compensate employees differently, apply different terms or conditions of employment, or grant preferential treatment on the basis of age unless there is either a bona fide seniority or merit system in place.

The Federal Age Discrimination in Employment Act bans the same type of conduct, but has no upper cap on the protected class as all employees aged forty or above, working for a company with twenty or more employees, are protected. The ADEA also bans harassment of an individual on the basis of their age.

Many decisions that an employer makes may seem to be age-neutral on their face, but have a discriminatory effect on those aged over forty. Likewise, some decisions that limit opportunities for those over forty may be legitimate business decisions that are not illegal.

What To Do

If you find yourself fired due to your age, you may immediately want to hire an age discrimination lawyer and file suit. However, you must weigh your options carefully. Age discrimination lawsuits are different than a number of other discrimination lawsuits. These types of cases are often difficult to win.

There are a few reasons for this. First, employers can fire workers for a number of justifiable reasons. As an older worker, it is easy for employers to find a reasonable factor other than age or a bona fide occupational qualification to fire you for. For example, if a younger worker has education or training that you do not then your employer maybe technically justified in firing you and holding on to the younger worker. Or you may be seen as a liability to continually operate machinery in a safe manner and laid off for someone younger.

Don’t Let This Discourage You

Just because age discrimination cases can be hard to win does not mean you shouldn’t fight. If you have faced discrimination due to your age, you need to get in touch with an age discrimination lawyer today.

Age Discrimination Lawyer In St Louis, MO

If you’re in need of a age discrimination lawyer in St Louis, we hope you’ll contact us. Here at Hollingshead, Paulus, Eccher & Fry Trial Lawyers, we strive to be the best age discrimination lawyers in St Louis. If you are dealing with any issue involving potential age discrimination, please reach out today. We are here to help.

Gender Discrimination

Both Federal and Missouri law prohibit employers from discriminating against their employees and prospective employees based upon their gender. Both men and women can be discriminated against and the victim can be the same gender as the harasser.

Under the Missouri Human Rights Act, it is an unlawful practice to refuse to hire or to discharge employees because of gender. Further, employers may not limit, segregate or classify an employee on the basis of sex. Employers may not compensate employees differently, apply different terms or conditions of employment, or grant preferential treatment on the basis of sex unless there is either a bona fide seniority or merit system in place.

Title VII of the Civil Rights Act bans the same type of conduct, provided the employer has fifteen employees or more.

Hire A Gender Discrimination Attorney

Many decisions that an employer makes may seem to be neutral on their face, but have a discriminatory effect on those of a certain gender. If you believe that you have been discriminated against because of your gender, please contact the Hollingshead, Paulus & Eccher Trial Lawyers at (816)581-4040 for a free consultation.

National Origin Discrimination

Both Federal and Missouri law prohibit employers from discriminating against their employees and prospective employees based upon their national origin.

National origin includes the country or part of the world that someone has descended from, accents, and appearances.

Under the Missouri Human Rights Act, it is an unlawful practice to refuse to hire or to discharge employees because they either emigrated from a particular country or are a descendant of someone from a particular country. Further, employers may not limit, segregate or classify an employee on the basis of national origin. Employers may not compensate employees differently, apply different terms or conditions of employment, or grant preferential treatment on the basis of national origin unless there is either a bonafide seniority or merit system in place.

Title VII of the Civil Rights Act bans the same type of conduct, provided the employer has fifteen employees or more.

Many decisions that an employer makes may seem to be neutral on their face but have a discriminatory effect on those with different national origins. Likewise, some decisions that limit opportunities for those who, for example, cannot speak English fluently may be legitimate business decisions that are not illegal.

Race Discrimination

Both Federal and Missouri law prohibit employers from discriminating against their employees and prospective employees based upon their race or color. There is a significant amount of overlap, but these two categories are not exactly the same. Color is understood as pigmentation or in other words, lightness versus darkness. Therefore, color discrimination can occur even among people of the same race or ethnicity.

Under the Missouri Human Rights Act, it is an unlawful practice to refuse to hire or to discharge employees because they are of a particular race or color. Further, employers may not limit, segregate or classify an employee on the basis of race or color. Employers may not compensate employees differently, apply different terms or conditions of employment, or grant preferential treatment on the basis of race or color unless there is either a bona fide seniority or merit system in place.

If you feel you have been discriminated against while at work, you may need a race discrimination lawyer. Racial discrimination can take place against an employee or even someone applying for a job. Race discrimination can happen to an employee if they are married to or spend time with someone of a specific race as well.

The laws behind race discrimination state that an employer cannot take an adverse action against an employee based on that employee’s race. An adverse action is an action that affects the terms and conditions of employment and can include a number of things, a few are:

• Pay
• Hiring an applicant
• Title
• Promotion
• Benefits

If an employer makes a decision that affects any of the above based upon race, they may have violated the law. If you believe an employer has discriminated against you because of your race, you need to reach out to a race discrimination lawyer.

Before you do, you’ll want to educate yourself a bit more. Here’s how:

Different Types Of Race Discrimination

With regards to race discrimination, there are two types of cases. There are disparate treatment/ Hostile work environment cases and disparate impact cases. Disparate treatment cases involve an employee being the subject of intended discrimination due to his or her race. Disparate impact cases involve an employee who feels discriminated against because of the employees policies that somehow negatively affect him or her because of race.

The Next Steps

If there is a case, the next step involves submitting a claim to the Equal Employment Opportunity Commission. This step is necessary, but can be quite daunting. If you have spoken with a lawyer and he or she believes you have a case, you will want to then hire a lawyer to help you with the submission and more.

More Examples

Hiring practices, intentional discrimination, and the ilk are not the only ways employers can discriminate. Harassment is also a big issue with regards to racial discrimination. A hostile work environment based upon race and manifested in racist comments can also be terms for a case.

Race Discrimination Lawyer In St Louis, MO

If you’re in need of a race discrimination lawyer in St Louis, we hope you’ll contact us. Here at Hollingshead, Paulus, and Eccher Trial Lawyers, we strive to be the best race discrimination lawyers in St Louis. If you are dealing with any issue involving potential race and discrimination in the workplace, please reach out today. We are here to help.

Religious Discrimination

Both Federal and Missouri law prohibit employers from discriminating against their employees and prospective employees based upon their religion.

Under the Missouri Human Rights Act, it is an unlawful practice to refuse to hire or to discharge employees because they have particular religious beliefs. Further, employers may not limit, segregate or classify an employee on the basis of religion. Employers may not compensate employees differently, apply different terms or conditions of employment, or grant preferential treatment on the basis of religion unless there is either a bona fide seniority or merit system in place.

Title VII of the Civil Rights Act bans the same type of conduct, provided the employer has fifteen employees or more. Title VII also bans harassment of individuals on the basis of their religion.

Many decisions that an employer makes may seem to be neutral on their face, but have a discriminatory effect on those with different religious beliefs. Likewise, some decisions that limit opportunities for those of different religions may be legitimate business decisions that are not illegal.