Time is Limited - Act Now
Victims of alleged discrimination while working at Southwest Airlines® should receive justice and compensation for losses.
The Shield Justice Watch team encourages victims of alleged discrimination while working at Southwest Airlines® to request a free, private case evaluation.
A former Southwest Airlines® flight attendant won a $5.1 million jury verdict against the airline and the union after she was fired for sparring with her union president over abortion and other issues.
If the decision stands, the plaintiff could collect $4.15 million from Southwest Airlines® and $950,000 from Local 556 of the Transport Workers Union, mostly in punitive damages.
The plaintiff alleged she was fired after complaining to the union president about flight attendants going to a march in Washington, D.C., where more than 500,000 people protested President Donald Trump’s positions on abortion and other issues.
The airline said it fired Carter because posts on her Facebook page, in which she could be identified as a Southwest Airlines® employee, were “highly offensive” and that her private messages to Stone were harassing.
The airline said she violated company policies on bullying and the use of social media.
Southwest Airlines® said Friday that it “has a demonstrated history of supporting our employees’ rights to express their opinions when done in a respectful manner." It plans to appeal.
The Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against applicants and workers in all aspects of employment on the basis of their protected characteristics.
These protected statuses include the following:
Several other federal laws also prohibit workplace discrimination on the basis of age if over 40, genetic information, disability status, and pregnancy status, including:
-The Age Discrimination in Employment Act;
-The Genetic Information Nondiscrimination Act;
-The Americans with Disabilities Act; and,
-The Pregnancy Discrimination Act
Title VII also provides protection to workers from retaliation for filing discrimination complaints or participating in investigations of discrimination complaints.
To meet the burden of proof for a discrimination case, the plaintiff must prove the following elements:
-The employee is a member of a protected group based on race, sex, color, etc.;
-The employee was fully qualified for the position or was performing the job well and meeting the job expectations;
-The employee was not hired, not promoted, or fired; and,
-The employer chose someone for the position who was less qualified and who was not a member of a protected group.
To establish a case of harassment, a plaintiff must prove the following elements:
-The plaintiff is a member of a protected group;
-The plaintiff was targeted for unwelcome harassment;
-The harassment was based on the plaintiff's membership in a protected group;
-The harassing conduct was strong enough that it affected the conditions of the plaintiff's job; and,
-The employer either knew or should have known about what was happening but failed to attempt to stop it.
The Shield Justice Watch team believes that victims of alleged discrimination while working at Southwest Airlines® should receive justice and compensation for losses.
Click Below To Check Eligibility
Please seek the advice of a medical professional before making health care decisions. This advertisement is not associated with Southwest Airlines® or any government agency.
www.shieldjusticewatch.com is the property of Shield Legal LLC. 1530 Faraday Ave, Suite 200 Carlsbad, CA 92008
This website is not part of the Facebook website or Facebook, Inc. Additionally, this site is NOT endorsed by Facebook in any way. FACEBOOK is a trademark of FACEBOOK, INC.
ATTORNEY ADVERTISING. This Website is not intended to provide medical advice. Consult your doctor or physician before starting or stopping any medication.
Discontinuing a prescribed medication without your doctor’s advice can result in injury or death. are not an indication of future results. Every case is evaluated on its own facts and circumstances. Valuation depends on facts, injuries, jurisdiction, venue, witnesses, parties, and testimony, among other factors. No representation is made that the quality of legal services to be performed is greater than the quality of legal services performed by other lawyers. Shield Justice Watch does not itself provide legal services. Cases will be referred to third party attorneys and law firms. Do not rely on this advertisement in making any medical decision. Please call your physician before making any medical decision, including altering your use of any drug. Court costs and case expenses may be the responsibility of the client. Not available in all states. This advertisement is not intended as a testimonial, endorsement or dramatization, and does not constitute a guarantee, warranty, or prediction regarding the outcome of your legal matter, either expressed or implied. Anyone considering a lawyer should independently investigate the lawyers' credentials and ability, and not rely upon advertisements or self-proclaimed expertise. Only persons age 18 or older have permission to access our Service. Our Service does not address anyone under the age of 13("Children").