Can you sue for discrimination?
350003
Talk to a civil rights attorney. Call the ACLU, the would love a case like this, providing your facts are true. They can also refer you to an attorney in your area.\n\nGood Luck!
63555
I'm in an employment Law class.  Check the EEOC website, and depending on your state, the state agency as well (example: CA is the Cal Fair Housing and Employment agency.)  And there is such a thing as reverse discrimination, there have been cases where people won.  Good luck!
609482
Yes, anybody can be sued for anything.  The problem is in prevailing.
501317
Yes, they can. They must first sue you.
140873
I would contact a lawyer and see if there is any federal regulations against that type of discrimination and if there is sue them under that.
997850
call any lawyer in the phone book.  Most could handle the job.  Yes, you have a right to sue.  You might want to check into the process of "small claims court".  I don't believe you'll need a lawyer then -- it's a more relaxed court (you just tell your side of the story to the judge).
1131707
They can, they just have to do it legally!!!!  Otherwise, they are breaking the law and our govt. SHOULD be enforcing it.  That is not discrimination.
932367
She can file a charge of employment discrimination with the Equal Employment Opportunity Commission.  Additionally, your state government probably has an agency that handles EEO issues - Department of Labor or state EEO office.  She can find attorneys listed in the phone book or through Martindale-Hubble. \n\n"Who Can File a Charge of Discrimination?\n\nAny individual who believes that his or her employment rights have been violated may file a charge of discrimination with EEOC. \n\nIn addition, an individual, organization, or agency may file a charge on behalf of another person in order to protect the aggrieved person's identity. \n\nHow Is a Charge of Discrimination Filed?\n\nA charge may be filed by mail or in person at the nearest EEOC office. \n\nIndividuals who need an accommodation in order to file a charge (e.g., sign language interpreter, print materials in an accessible format) should inform the EEOC field office so appropriate arrangements can be made. \n\nFederal employees or applicants for employment should see Federal Sector Equal Employment Opportunity Complaint Processing. \n\nWhat Information Must Be Provided to File a Charge?\n\nThe complaining party's name, address, and telephone number; \nThe name, address, and telephone number of the respondent employer, employment agency, or union that is alleged to have discriminated, and number of employees (or union members), if known; \n\nA short description of the alleged violation (the event that caused the complaining party to believe that his or her rights were violated); and \n\nThe date(s) of the alleged violation(s). \n\nFederal employees or applicants for employment should see Federal Sector Equal Employment Opportunity Complaint Processing. \n\nWhat Are the Time Limits for Filing a Charge of Discrimination?\nAll laws enforced by EEOC, except the Equal Pay Act, require filing a charge with EEOC before a private lawsuit may be filed in court. There are strict time limits within which charges must be filed:\n\nA charge must be filed with EEOC within 180 days from the date of the alleged violation, in order to protect the charging party's rights. \n\nThis 180-day filing deadline is extended to 300 days if the charge also is covered by a state or local anti-discrimination law. For ADEA charges, only state laws extend the filing limit to 300 days. \nThese time limits do not apply to claims under the Equal Pay Act, because under that Act persons do not have to first file a charge with EEOC in order to have the right to go to court. However, since many EPA claims also raise Title VII sex discrimination issues, it may be advisable to file charges under both laws within the time limits indicated. \n\nTo protect legal rights, it is always best to contact EEOC promptly when discrimination is suspected. \n\nFederal employees or applicants for employment should see Federal Sector Equal Employment Opportunity Complaint Processing. \n\nWhat Agency Handles a Charge that is also Covered by State or Local Law?\n\nMany states and localities have anti-discrimination laws and agencies responsible for enforcing those laws. EEOC refers to these agencies as "Fair Employment Practices Agencies (FEPAs)." Through the use of "work sharing agreements," EEOC and the FEPAs avoid duplication of effort while at the same time ensuring that a charging party's rights are protected under both federal and state law.\n\nIf a charge is filed with a FEPA and is also covered by federal law, the FEPA "dual files" the charge with EEOC to protect federal rights. The charge usually will be retained by the FEPA for handling. \n\nIf a charge is filed with EEOC and also is covered by state or local law, EEOC "dual files" the charge with the state or local FEPA, but ordinarily retains the charge for handling. \n\nHow Is a Charge Filed for Discrimination Outside the United States?\n\nU.S.-based companies that employ U.S. citizens outside the United S
172425
You and your private attorney can consider filing a section 1983 discrimination suit against the EEOC or any other federal agency or employee that you feel you can prove has violated your constitutional rights.
758255
There should be no oppression in society, thats whay there is legislation.  The Disability Discrimination Act 1995 outlines  that it is unlawful. You can sue if you can prove opression is taking place.
840015
Yes he can sue, but the cost for him and the chance of collecting would seem a waste of time. He can sue about anything, but she would have had to have made statements to slander his character or position and they would have to be false. It would be up to him and his attorney to prove this, and than a jury would deliberate  on  a finding as this is civil litigation and if true than damages cold be awarded.  It is not much of case, better known as he said , she said and not many attorneys would take that type of case unless there was some real money involved.
535590
Most anyone can sue, but winning a suit is something else.  Suppose your boss brought suit against you because he lost that client?  On the other hand, what the hell, hire a lawyer for $5,000; it will probably make you "feel good"\nIn looking for a new job, search the newspaper classified section, under the Jobs; Stupid Clowns category.
709853
EEOC has neither the $$ or the manpower to file every discrimination suit.  Fortunately the law allows recovery of attorney fees, so you should be able to find an attorney to take the case.
1170525
Yes.  I wouldn't try it because judging by your question you don't understand some of the basic propositions.  Every decision made by everyone involves discrimination -- selecting between options.  A court case involving discrimination involves proof of the type of discrimination (race and religion as opposed to some lawful type of distinction) and who was doing the discriminating (a government, a public accomodation or a private person), the damages, the method of proof, mixed motives and dozens of other variables. \n\n I am free to discriminate based on race.  I can decide to only allow certain races to visit my home.  Governments are not free to make that distinction.  However, governments are free to make all kinds of other distinctions and to discriminate based on legitimate criteria.   Thus if you think that "discrimination" without more is the basis for a "case" against someone, you are mistaken.
198969
Yes you would still be able to get the job. They can't discriminate just because of that.
1028556
You have every right to sue for wrongful termination and discrimination.I wish you the best of luck in dealing with this but you can win.All you have to do is contact a lawyer and go from there.
528510
Probably the same in the states..discrimination wherever you go.