Compensation for Racial Discrimination in the Workplace

Workplace discrimination is unfortunately more prevalent than one might realize. In the United States, claims of employment discrimination are typically resolved in civil courts. This implies that the burden of proof lies with the plaintiff, usually the employee, who must provide evidence substantiating the existence of discrimination within the workplace.

The potential compensation in a workplace discrimination case hinges on the nature and severity of the discriminatory practices. Refer to the key points outlined in the table of contents below for more details. The more egregious the discrimination and the greater the losses suffered by the victim, the higher the potential value of the case.

Compensation for Racial Discrimination

How Much to Ask For in a Discrimination Case

Determining the compensation amount in a discrimination case depends on various factors, including the strength of evidence, the extent of damages, the employer’s conduct, and the available resources. Settlements for employment discrimination claims, on average, are around $40,000, but amounts can vary based on case specifics.

Is It Worth Suing for Discrimination?

Deciding to sue for discrimination is a significant step. While the decision involves weighing various factors, filing a discrimination lawsuit can lead to a safer workplace, legal remedies, and financial compensation. Compensation may be secured through a settlement or a jury award, providing relief for harm suffered and addressing the impact on one’s reputation and future career opportunities.

What are the Odds of Winning a Discrimination Case?

The likelihood of winning a discrimination case increases with strong evidence and documentation. Los Angeles discrimination lawyers recommend documenting incidents of discrimination or harassment as they occur, preserving evidence in a location easily accessible when needed.

Damages in a Discrimination Case

In a workplace discrimination lawsuit, various types of damages can be pursued, including:

  • Back Pay: pertains to lost earnings resulting from discrimination, covering the period from the discriminatory act to the settlement or judgment date in favor of the plaintiff. For instance, if a jury determines that your employer terminated you due to your age, back pay may be awarded from the termination date to the jury’s decision date.

  • Front Pay: Front pay compensates for anticipated future wage losses due to discrimination. The duration of front pay is contingent on the period during which the victim continues to experience financial setbacks. Providing evidence, such as expert testimony, is essential to establish the expected duration of wage loss.

  • Lost Benefits: Damages for lost job benefits, including health care, dental and vision coverage, pension plans, and other profit-sharing plans, can also be pursued. Quantifying the value of lost benefits may be challenging, but an employment lawyer, with the help of an expert, can determine an appropriate amount.

  • Attorney’s Fees and Punitive Damages: Apart from recovering damages, plaintiffs may seek attorney’s fees. Punitive damages, intended to deter egregious conduct, are determined by the jury. Many plaintiffs’ attorneys work on a contingent fee basis, taking a percentage of the recovered amount.

Addressing racial discrimination in the workplace is a complex but necessary endeavor. The legal recourse available to victims plays a crucial role in not only seeking financial compensation but also in fostering a safer and more inclusive work environment. Understanding the various forms of damages, from back pay to emotional distress compensation, empowers victims to pursue a comprehensive resolution to their grievances. Consulting with experienced attorneys, documenting incidents, and preserving evidence are pivotal steps in navigating the legal process.

Deciding whether to sue for discrimination is a personal choice with potential benefits beyond individual redress. Taking legal action not only seeks justice for the victim but also contributes to creating a safer workplace for all employees. It is a step towards holding employers accountable for discriminatory practices and fostering a work environment that respects diversity and ensures fair treatment for everyone.