The Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex, or national origin. Specifically, Title VI prohibits institutions, agencies and programs that receive federal funding from discriminating on the basis of race, color, or national origin. Title VII applies to employers and prohibits them from discriminating on the basis of race, color, religion, sex, or national origin.

While federal anti-discrimination laws are simply worded, the application of the law is actually quite complex. At Dizon & Shedden, P.C., we can help your organization address reports of discriminatory conduct under Title VI and Title VII. Our investigations are often useful when there is a question of whether conduct rises to the level of a violation under Title VI or Title VII. In resolving the question, we offer well-reasoned and factually supported analysis which prove invaluable to businesses, schools, and other organizations.

Types of Discrimination Claims

Titles VI and VII protect individuals from discrimination as a member of a protected category, including race, religion, ethnicity, national origin, sex, gender, and sexual orientation.

The list is non-exhaustive, but examples of the context in which claims of discrimination can arise include:

• Hiring, disciplinary and firing practices
• Recruitment and admission
• Compensation, assignment, or classification of individuals
• Use of campus facilities
• Retaliation for filing charges of discrimination, participating in an investigation, or opposing discriminatory practices
• Any employment decision, such as with respect to promotions and benefits, that is motivated by stereotypes
• Hostile environment harassment

How We Can Help

When your organization receives notice of a discrimination claim, you may consider conducting an in-house investigation. However, investigating a claim of discrimination can be time-consuming, complicated, and could involve conflicts of interest. In addition, your organization could face potential legal exposure, sanctions, and negative publicity. These factors can compromise the integrity of the investigation and lead to allegations of bias and procedural flaws.

As outside investigators, we have extensive experience investigating allegations of discrimination and working with our clients to resolve them appropriately. We can lighten the workload of internal investigators, and ensure a thorough, unbiased investigation and compliance with the law.