You know you are about to be fired for doing the right thing, or because you complained about sexual harassment. You have emails or memos from your boss or co-workers which you know will prove the truth of your allegations. Can you take them with you if you are fired or when you quit after the retaliation becomes too much for you to endure?
According to the New York City newspaper The Village Voice, Former Citibank employee Debrahlee Lorenzana has sued the New York City bank claiming that she was fired from her position as a banker for being “too hot.”
Under New Hampshire law, it is an unlawful discriminatory practice for an employer, because of “marital status,” to refuse to hire or employ or discharge from employment.
The Supreme Court has held that sex stereotyping can violate Title VII when it influences employment decisions.
Although age discrimination cases occur frequently in New Hampshire, the United States Supreme Court make it tougher for employees in age discrimination cases. Before the Court’s recent opinion, if an employee proved that age was a factor in an adverse employment action such as a demotion or layoff, the employer then needed to show that it acted against that employee for legitimate reason other than age discrimination. The new decision means that employees who have an age discrimination claim must demonstrate that age was the deciding factor. This change represents a significant hurdle to get over for victims of age discrimination. This decision makes it harder for victims of age discrimination to win age discrimination cases. The Court seemed to set up a different burden of proof for age discrimination cases than for race, sex, and religion discrimination cases.