Wal-Mart has recently announced that planned to sell $20 billion in products from women owned businesses in the United States over the next five years. In addition, the company has stated that it would support training women in factories and farms that are Wal-Mart suppliers. It will further donate $100 million to causes that supporting women’s economic development. Finally, it plans to ask its vendors and advertising agencies to increase gender as well as minority representation on its accounts. While the US Supreme Court recently threw out a class-action based claim by women against the corporation, Wal-Mart is presently gearing up for some of the plaintiffs who will to sue the company through individual claims. See: http://www.nytimes.com/2011/09/14/business/wal-mart-to-announce-women-friendly-plans.html?_r=1&ref=discrimination

When faced with a sex discrimination claim, the plaintiff can rely on the law for recourse. The United States Department of Labor created Title VII of the Civil Rights Act of 1964 which prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex or national origin. This law is enforced by the Equal Employment Opportunity Commission (EEOC). In addition, Title VI of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, or national origin in programs and activities that receive federal financial assistance. See: http://www.dol.gov/dol/topic/discrimination/ethnicdisc.htm

Leeds Morelli & Brown P.C. in New York works to obtain the best judgments and settlements for its aggrieved clients. If you or someone you know has been affected by discrimination or a violation of their civil rights please feel free to contact Leeds, Morelli & Brown, PC at 1-800-585-4658 for a free consultation or view their web page at www.lmblaw.com.