The plaintiff also claimed that when she was fired the Station Manager stated that he “needed a man in (her) job,” which the station denied.
Atlanta, GA (PRWEB) December 14, 2009
Dozier Law Group, LLC in Atlanta, Georgia has settled a case for $100,000 involving a claim by a female television station employee that she was discriminated against in violation of federal anti-discrimination laws when she was fired for supposedly violating a workplace policy which her male co-workers repeatedly violated without receiving any disciplinary action.
The plaintiff worked for the defendant television station for four (4) years. Her job performance was excellent. She received several awards and commendations for her work, including a proclamation from the Atlanta Mayor’s office for outstanding work in the community, special recognition from several community leaders, Telly Awards for the Black Heritage production of “The Movement,” and public recognition for various video shoots in the community.
The plaintiff had taken a few days off from work to receive treatment for a medical condition (sickle cell anemia) and to attend her daughters’ graduation. Her personal leave was approved in advance by management per established procedures. Most notably, on one day the plaintiff was actually away from the television station to attend an industry function, which she had been instructed to attend by her boss, the Station Manager.
The plaintiff complied with her employer’s policies for personal time off. However, several of her male co-workers had at various times failed to report to work when scheduled and did not call in advance to notify the station of their absence, but they were not disciplined for doing so. In fact, the Station Manager had told the plaintiff that he was having problems with some of the male employees regarding their attendance, and he had also received complaints from clients about their work.
When the plaintiff was told that she was being terminated, the main reason she was given was that she supposedly had not reported to work on a consistent basis, which was untrue. Her absences were few and far between, and they had been approved in advance. The plaintiff also claimed that when she was fired the Station Manager stated that he “needed a man in (her) job,” which the station denied. The plaintiff alleged that she was replaced by a demonstrably less qualified male employee.
Dozier Law Group (dozierlawgroup.com) filed a gender discrimination lawsuit in federal court on behalf of the plaintiff. The plaintiff contended in the case that the television station was a “boy’s club” where men were allowed to violate company policies regarding attendance, drugs and alcohol, and unauthorized use of company equipment (viewing on-line pornography and internet gambling) with impunity, while female employees were fired for minor transgressions. The television station asserted that it had fired the plaintiff for a legitimate, non-discriminatory reason. After several months of discovery, during which the defendant denied any wrongdoing, and the concerted efforts of Dozier Law Group, the case was settled before trial for $100,000.
Although companies are becoming more receptive to women advancing into managerial and executive positions, many women find that their opportunities for advancement are limited or they are not receiving comparable pay and benefits to their male counterparts. Many women find that despite their excellent performance and results on the job, they have hit a “glass ceiling.” Some women are denied promotions and pay raises, while others are held to different standards of conduct than their male co-workers. Similarly, some women are told that their positions have been “eliminated” or they are laid off or let go without any notice or counseling about their job performance or conduct shortly after informing their employer that they are pregnant.
Gender discrimination at work can take many forms, much of which is very subtle. Quite often, the language of discrimination is as subtle as the act itself. A well-qualified woman might be passed over for a promotion or new job because she is told that clients and co-workers feel more comfortable working with another employee, who just happens to be a male. Another woman might find that her position and pay were lowered or she was reassigned to different duties after returning from maternity leave. There are numerous other situations which arise from unfounded concerns or stereotypes about the role that women should play or the extent of their capabilities in the workplace. Dozier Law Group urges any woman who feels that she has experienced discrimination in the workplace to document any incidents and contact us. Because such claims turn on specific facts and circumstances, it is important for you to contact an experienced employment lawyer. Contact the Atlanta employment lawyers at Dozier Law Group at (404) 949-5600 to learn more about your legal rights or to discuss your particular situation.
About Dozier Law Group, LLC:
Dozier Law Group represents clients in and around the Atlanta metro area, including Alpharetta, Fairburn, Roswell, Sandy Springs, Decatur, Lithonia, Druid Hills, Dunwoody, Tucker, Marietta, Smyrna, Vinings, Duluth, Acworth, Fayetteville, Marietta, Kennesaw, Lawrenceville, Norcross, Chamblee, Snellville, Woodstock, Gainesville, Morrow, Carrollton, College Park, Peachtree City, Riverdale, Newnan, Conyers, Covington, Canton, Milton, John's Creek, Stockbridge, McDonough, Douglasville and other cities throughout the state of Georgia. To discuss your legal issue with an Atlanta employment lawyer, contact Dozier Law Group (dozierlawgroup.com) at (404) 949-5600.