Instances of discrimination occur in many workplaces in Idaho, and victims of such discrimination take action through Equal Employment Opportunity Commission rules and regulations. Discrimination complaints might take numerous forms, as employees could deal with racial bias, ageism, sexual harassment, and other examples of egregious behavior by employers or co-workers. Regardless of the type of complaint, the person bringing the accusations forward must present proof. Proving discrimination is possible, provided the evidence supports the claims.
Proving discrimination in the workplace
Two forms of evidence might build a credible case that proves discrimination. Circumstantial evidence is one, and this form of evidence focuses on the assumption of discrimination. When a company appears not to promote people over a certain age to managerial positions, circumstantial evidence may point to age discrimination. A workplace that is not racially diverse could be one where management allows bias to guide its decisions.
Direct evidence stands as the other type of evidence someone could present. Direct proof could be far more explicit and clear than indirect, circumstantial evidence. Text messages and emails could establish discrimination or harassment. So might witness testimony, provided the witness is credible.
Taking action against employers who discriminate
A discrimination victim could take several legal steps to address the problem. Filing a charge with the EEOC office may precede civil actions.
Under employment law statutes, a plaintiff may present evidence that supports the claim of discrimination. A case’s strength may rely heavily on evidence that points to the defendant’s discriminatory behavior.
Those who prove their case could receive compensation for both past and future lost wages, along with punitive awards intended to punish the defendant. Punitive damages could dissuade others from behaving in a discriminatory manner.
