Glass Ceiling Claims

The gender discrimination attorneys at Briggs Law Firm located in Greenville, South Carolina are committed to defending the rights of women both in and out of the workplace. We represent women who are employed in a wide range of industries and roles in their employment. 

 

Gender or Sex Discrimination in South Carolina

To put it simply, gender and sex discrimination occurs in the workplace when someone is treated differently in their place of employment, be it a man or a woman.  If you’ve ever been rejected for employment, fired, or harmed in your job because of your sex or gender, then you may have been the victim of discrimination.

 

Title VII in South Carolina

Title VII applies to all employers with 15 or more employees. It prohibits employers from discriminating against anyone based on sex, gender, race, color, religion, or national origin.  In other words, you can’t refuse to hire, fire, or discriminate against anyone based upon the above-listed criteria. 

 

The Glass Ceiling in South Carolina and What it Means

A glass ceiling generally refers to an artificial barrier based upon attitudes or bias that prevents women who are clearly qualified from advancing into mid-level and senior-level jobs. In plain terms, women can only move up in their career so far before they hit an invisible but genuine wall, or glass ceiling and cannot advance further in their careers. 

If you believe you have been discriminated against based upon a glass ceiling at your place of employment, you may be able to file a claim under Title VII or your state and local anti-discrimination laws.

As an employer, steps should be taken to eliminate the glass ceiling for the female employees at your company.  They may include:

  1. Hiring: Ensure that all nondiscriminatory practices and requirements are utilized and examine neutral or subjective policies and other criteria to make sure they don’t hurt your female employees.  You can also put into place workforce diversity programs that may eliminate any disadvantages and create a work environment that all employees are comfortable in. You can also hire employees based upon their qualifications, not the stereotypical ideas of someone’s qualifications.
  2. Promotions: As a South Carolina employer, you should monitor and work hard to ensure the development of your female employees. Start a network and mentoring program to train and inform your employees of opportunities they may have or a promotion. You can also require that all job postings state the necessary criteria for the developments and affirm your commitment to having diversity in your management staff.

 

Pregnancy Discrimination in South Carolina

The federal Pregnancy Discrimination Act bans sex discrimination on the basis of pregnancy, childbirth, or related medical conditions. This means that your employer cannot discriminatorily assign or reassign pregnant women into a position that may be unfavorable, take away any of your benefits, require you to take a mandatory leave, refuse to hire you, terminate you, or take another action that is negative towards you if you’re pregnant. The Pregnancy Discrimination Act only applies to employers with over 15 employees. 

If any of the above things have happened to you during the course of your employment, you may have been the victim of sex or gender discrimination. In South Carolina, the general rule for work is that the employer can fire an employee at any time for any reason or no reason at all.  However, federal and state laws prohibit employers from terminating you for a discriminatory purpose. 

If you have been the victim of the “glass ceiling’ or other sex and gender discrimination, the Briggs Law Firm in Greenville, South Carolina will fight hard to protect your rights and have a strong commitment to helping women in the workplace. 

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