Some of the circumstances in which claims arise as a result of alleged employment discrimination will be discussed in this article. In Part II, we will identify some of the common scenarios seen in such cases.
Most of us would like to imagine that such discriminatory practices do not occur in our current society. However, if you have had that rumination wrecked due to such a practice, you may take some comfort in realizing that lawsuit loans are available and in many situations are granted in such cases.
Such discriminatory practices come in many shapes and sizes, and virtually no workplace environment is free from this threat! Many employers realize that these discriminatory practices often destroy reputations. The profitability of companies that engage in these practices is almost always negatively affected. You may find that settlement funding allows you to take such action when, but for that funding, you would be forced to drop your claim.
The Discrimination Act is a branch of the Act that serves as an ally in efforts to stop unfair labor practices. There are certain characteristics protected by federal and/or state anti-discrimination laws that fall within the scope of the branch, for example, age, disability, national origin, sex, religious beliefs, race, or color. Its wake, very often, is a traumatic experience for the people affected so much that it has a negative impact on their economic security, retirement and self-esteem.
Lawsuit loans are routinely made to victims of this form of discrimination that occurs in situations ranging from hiring and promotions, benefit sharing such as training and vacation, and the ability to work overtime. Settlement financing is essential mainly because in these cases the ability to work has been unduly cut off.
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employers from discriminating against employees, both in hiring and firing, on the basis of national origin, sex, religion, color, and race. The Equal Pay Act of 1963 (EPA) was enacted to protect men and women from discrimination based on sex if, while in the same environment, they perform substantially the same work.
People age 40 and over are protected from employment discrimination under the Age Discrimination in Employment Act of 1967 (ADEA). Titles I and V of the Americans with Disabilities Act of 1990 (ADA) prohibit employment discrimination against qualified individuals in the private sector, as well as state and local government sectors.
Disabled individuals employed by federal government agencies are protected from employment discrimination under Sections 501 and 505 of the Rehabilitation Act of 1973.
Employers are often forced to change such discriminatory practices once a case is filed. The awards that arise from this particular category of claims, if the plaintiff wins, are often in the millions of dollars. Those who file claims in this category should prepare for a long, drawn-out battle. Settlement funding is often required to sustain such an action while the former employer contests the allegations on which the claim is based.
This type of litigation is well suited for lawsuit loans. However, settlement funding is typically required due to both the protracted nature of the underlying claim and the likelihood of appeal if the plaintiff wins.
