Michigan employers who engage in any type of discrimination are violating the law, and this is generally true even if there is no intent to discriminate against a person or group of people. Discrimination can occur before a job candidate is offered a job as well as after a person leaves an organization. Therefore, it is important for companies to regularly examine their policies to ensure that they are not violating a person’s rights.

Employees are protected by various state and federal laws such as Title VII of the Civil Rights Act of 1964. This piece of legislation forbids discrimination on the basis of race, gender and national origin. It also prohibits discrimination on the basis of skin color or a person’s religious affiliation. Companies are generally not allowed to make employment decisions based solely on a person’s age or treat people different because they are pregnant.

Individuals who are paid less than a colleague who does a similar job could be victims of discrimination. Subjecting workers to various forms of sexual harassment and retaliating against those who report it are other common employment law violations. Finally, companies are not allowed to make hiring decisions based on the fact that someone has a relationship with an individual who is protected by Title VII or similar laws.

Employees who are harassed, retaliated against or receive unequal pay may be entitled to compensation in a workplace discrimination case. An attorney may use pay records, employer statements or other evidence to show that an employment law was violated. Those who are wrongfully terminated may be entitled to back pay as well as other punitive damages. Companies may also be required to make changes to their hiring, employee advancement or pay policies in the aftermath of a discrimination lawsuit.