Despite improvements in societal acceptance of lesbian, gay, bisexual, and transgender (LGBT) individuals, LGBT discrimination in the workplace is still a prevalent problem in Pennsauken. Until very recently, members of this class have not been explicitly protected under Title VII of the Civil Rights Act for sexual orientation or transgender status. However, Title VII prohibits gender discrimination, which the Equal Employment Opportunity Commission (EEOC) has interpreted to include sexual orientation and gender identity discrimination. Many states, including New Jersey, have also enacted state laws to specifically address these types of employment discrimination. With offices in Red Bank, NJ and Marlton, NJ the employment discrimination lawyers at McOmber McOmber & Luber, P.C. are dedicated to fighting for the rights of the LGBT community.
Pennsauken is a township in Camden County, NJ with a population of over 35,000 residents. As a suburb of Philadelphia, PA, Pennsauken has a large corporate presence, specifically an industrial park which includes a bottling plant for Pepsi and other food distributors. Pennsauken’s businesses employ thousands of workers. These workers may experience LGBT discrimination in the workplace during their employment.
Pennsauken Law And LGBT Discrimination in the Workplace
The New Jersey Law Against Discrimination (NJLAD) prohibits discrimination based on a person’s sexual orientation or gender identity. The NJLAD prohibits discrimination based on, among other traits:
- Familial status
- Marital status
- Domestic Partnership or civil union status
- Affectional or sexual orientation
- Gender identity or expression
- Genetic information
- AIDS or HIV status
Despite this state law, many LGBT individuals are still unfortunately subject to workplace discrimination, including harassment, wrongful termination and retaliation. LGBT individuals who have experienced such workplace discrimination may have been:
- Demoted, unfairly disciplined, or fired because of their LGBT status.
- Denied promotions or other advancement opportunities based on their sexuality.
- Denied access to facilities or resources in the workplace due to your sexuality.
- Given differential treatment or compensation because of their sexual orientation.
- Subject to inappropriate jokes, remarks, stereotyping, or other behavior that contributes to a hostile work environment.
- Discriminated based on gender expression, such as their clothing, manner of speaking or mannerisms.
- Retaliated against for coming out regarding their gender identity.
- Subject to sexual harassment based on your sexual orientation.
At McOmber McOmber & Luber, P.C., our attorneys believe that all employees are entitled to a workplace that is free from discrimination. While LGBT rights have expanded in the past few years, there is still much to be accomplished. Our NJ LGBT discrimination lawyers fight to obtain maximum compensation for those affected by workplace discrimination.
LGBT Discrimination and the June 2020 Supreme Court Decision
In a historic 6-3 decision on June 15, 2020, the Supreme Court ruled that an employee cannot be fired for being gay or transgender under federal law (Bostock v. Clayton County, Georgia, No. 17-1618 (S. Ct. June 15, 2020)). This case was brought by three workers in Georgia who claimed that they were fired from their jobs because they were gay or transgender. By focusing on the plain text of Title VII of the Civil Rights Act, the Court determined that “it is impossible to discriminate against a person for being homosexual or transgender without discriminating against that individual based on sex.” For example, if an employer fires a man who is married to a man, but would not fire a woman who is married to a man, they are taking action because of gender.
While workers in roughly half the country had previously been protected by local laws that prevented LGBT discrimination, this was the first time employers were barred from firing gay or transgender employees on a federal level. This development is a milestone for the LGBT community and is sure to have wide-ranging effects on sexual orientation discrimination cases in Pennsauken and across the country.
Filing A Complaint for Sexual Orientation Discrimination
Pennsauken employees who have experienced workplace discrimination on the basis of sexual orientation or gender identity may file a complaint in the New Jersey Superior Court or with the Division of Civil Rights (DCR), a New Jersey state agency. Before filing a complaint, employees who feel they have been the victim of sexual orientation discrimination should contact McOmber McOmber & Luber, P.C. first to discuss your rights and various options.
How Pennsauken Employers Can Prevent LGBT Discrimination in the Workplace
Employers should be aware of applicable federal and state laws to avoid sexual orientation or gender identity-based discrimination claims. It is the responsibility of an employer to take proactive measures to prevent, investigate, address, and defend any possible claims of LGBT discrimination. If it is determined that unlawful discrimination occurred, companies and their administrators may be subject to statutory penalties or ordered to take affirmative action to remedy the discrimination.
To avoid legal penalties and ensure that you are taking appropriate steps to prevent and correct unlawful workplace discrimination, it is imperative to contact a knowledgeable attorney who can provide sound advice regarding your responsibilities under employment law.
Remedies And Penalties for LGBT Discrimination in Pennsauken
If you have been the victim of LGBT discrimination in the workplace, you may be entitled to relief including reinstatement, hiring, upgrading, back pay and damages for pain and humiliation. The Pennsauken LGBT discrimination lawyers at McOmber McOmber & Luber, P.C. are experienced in exploring all legal options for LGBT discrimination claims. Contact our Red Bank or Marlton office today to discuss your case, and our law firm will help you every step of the way in seeking justice for unlawful LGBT discrimination in the workplace.