Sarah Tressler, 30 years old, is suing her former employer, the Houston Chronicle in Texas, after she was fired and claiming that the termination was sexually discriminatory against her gender. She was fired after another publication exposed her second job as a night club stripper. She is currently seeking for the U.S. Equal Employment Opportunity Commission (EEOC) to look into the employer’s decision. She claims she was told by an editor that she was let go because she hadn’t disclosed the job in her job application. The Houston Press, exposed her second job in a feature story with the headline “Writer by day, stripper by night.” During her two month employment, Tressler covered high society, human interest, and fashion news stories. Read:
Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the basis of race, color, national origin, sex, or religion. Discrimination on the basis of an immutable characteristic associated with race, such as skin color, hair texture, or certain facial features violates Title VII, even though not all members of the race share the same characteristic. Even though race and color overlap, they are not synonymous. Color discrimination can occur between persons of different races or ethnicities, or between persons of the same race or ethnicity. Although Title VII does not define “color,” Courts have created a common understanding which includes: pigmentation, complexion, or skin shade or tone. Thus, color discrimination occurs when a person is discriminated against based on the lightness, darkness, or other color characteristic of the person. Title VII prohibits race/color discrimination against all persons, including Caucasians. Although a plaintiff may prove a claim of discrimination through direct or circumstantial evidence, some courts take the position that if a white person relies on circumstantial evidence to establish a reverse discrimination claim, he or she must meet a heightened standard of proof. The Commission, in contrast, applies the same standard of proof to all race discrimination claims, regardless of the victim’s race or the type of evidence used. See: http://www.eeoc.gov/facts/fs-race.html
The attorneys at Leeds Morelli & Brown, P.C., dedicate a large amount of their practice to discrimination claims. For any questions, contact an attorney at the Leeds Morelli & Brown P.C. law firm for a free consultation at 1-800-585-4658 Leeds Morelli & Brown P.C.’s website is located at www.lmblaw.com.