Date: 06-06-2025

Case Style:

Jessica Aguayo v. Loving Hands for the Needy, Inc.

Case Number: 24-cv-80829

Judge: Aileen M. Cannon

Court: United States District Court for the Southern District of Florida (Palm Beach County)

Plaintiff's Attorney: Andres Kroboth, Jeremy Jackson, Noah Storch

Defendant's Attorney: Todd Shulby

Description: West Palm Beach, Florida civil rights lawyers represented the parties in an Employment Discrimination case.

Federal employment discrimination laws protect individuals from unfair treatment in the workplace based on their race, sex (including pregnancy, sexual orientation, and gender identity), religion, national origin, disability, age (40 or older), or genetic information. These laws, enforced by the EEOC, apply to most employers with at least 15 employees and cover various aspects of the employment relationship, including hiring, firing, promotion, wages, and benefits.
Here's a more detailed overview:

Protected Characteristics:

Race:
.

Employers cannot discriminate based on a person's race, color, or ethnicity.
Sex:
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This includes discrimination based on gender identity and sexual orientation, as well as pregnancy and childbirth-related conditions.
Religion:
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Employers cannot discriminate based on an individual's religious beliefs.
National Origin:
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Employers cannot discriminate based on a person's place of origin or ancestry.
Disability:
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This includes both physical and mental disabilities, and employers must provide reasonable accommodations to individuals with disabilities unless it causes an undue hardship.
Age:

The Age Discrimination in Employment Act (ADEA) protects individuals aged 40 and older from discrimination in the workplace.

Genetic Information:
.
Employers cannot discriminate based on an individual's genetic information or family medical history.

Key Laws and Protections:

Title VII of the Civil Rights Act of 1964: Prohibits discrimination based on race, color, religion, sex, or national origin in hiring, firing, promotion, wages, and other terms and conditions of employment.

Americans with Disabilities Act (ADA): Prohibits discrimination against individuals with disabilities in employment, requiring employers to provide reasonable accommodations.
Equal Pay Act of 1963: Prohibits sex-based wage discrimination between men and women who perform substantially equal work.

Pregnancy Discrimination Act: Amends Title VII to prohibit discrimination against pregnant women.
Pregnant Workers Fairness Act (PWFA): Requires employers to provide reasonable accommodations for pregnant workers.
Age Discrimination in Employment Act (ADEA): Prohibits age discrimination against individuals aged 40 and older.

Prohibited Practices:

Disparate treatment:
When an employer intentionally discriminates against an individual because of their protected characteristic.

Disparate impact:

When a seemingly neutral policy or practice has a disproportionately negative impact on a protected group.
Harassment:
Unwelcome conduct based on a protected characteristic that creates a hostile or offensive work environment.
Retaliation:
When an employer takes adverse action against an employee for complaining about discrimination or assisting in an investigation.

Enforcement:

The EEOC is responsible for enforcing these federal laws, including investigations, mediation, and litigation.
Note: State and local laws may also provide additional protections against employment discrimination.

Outcome: Settled for an undisclosed sum and dismissed without prejudice.

Plaintiff's Experts:

Defendant's Experts:

Comments: