According to EEOC data based on private sector filings for Fiscal Year 2014, the top ten categories for employment discrimination charges are:
- Retaliation under all federal employment statutes.
- Race (including racial harassment).
- Sex (including pregnancy and sexual harassment).
- National Origin
- Equal Pay Act
- Genetic Information Non-Discrimination Act
Discharge continues to be the most common issue for all bases of discrimination under Title VII (which bars job discrimination based on race, color, religion, sex and national origin), the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA).
For fiscal year 2014, the EEOC reports it obtained $296.1 million in total monetary relief through its enforcement program prior to the filing of litigation. Under the federal employment laws, a discharged employee may seek recovery in court for back pay, compensatory damages, front pay and reasonable attorney’s fees.
The above EEOC data demonstrates that employment discrimination charges are not going away and can be very costly to employers. As a result, employers and human resource professionals must stay on top of the maze of employment laws and should not hesitate to consult with experienced labor and employment attorneys for guidance. Ancel Glink’s team of labor and employment attorneys are available to help. Contact us for more information.