1) The Delaware Department of Labor offices will be closed on Thursday and Friday November 24th and 25th, 2022, in observance of The Thanksgiving Holiday. All payments scheduled for Thursday and Friday November 24th and 25th, 2022, will be processed on Monday November 28th, 2022. Please allow up to one week before contacting us regarding the status of payments. 2) Delaware SB184 requires many employers working on prevailing wage projects meet Craft Training requirements. Payments to the Apprenticeship and Training Fund is one to meet this obligation. Find out more at the Delaware One Stop. More Info
The employer is notified that the charge has been filed. From this point there are a number of ways a charge may be handled:
A charging party may file a lawsuit within 90 days after receiving a notice of a “right to sue” from DDOL, as stated above. Under the Discrimination in Employment Act and the Handicapped Persons Employment Protections Act, a charging party also can request a notice of “right to sue” from the DDOL after the charge is first filed with the Agency, and may then bring suit within 90 days after receiving this notice.
The “relief” or remedies available for employment discrimination, whether caused by intentional acts or by practices that have a discriminatory effect, may include:
Remedies also may include payment of:
Damages may be available to compensate for actual monetary losses, for future monetary losses, and for mental anguish and inconvenience.
In cases concerning reasonable accommodation under the HPEPA, compensatory or punitive damages may not be awarded to the charging party if an employer can demonstrate that “good faith” efforts were made to provide reasonable accommodation.
An employer may be required to post notices to all employees addressing the violations of a specific charge and advising them of their rights under the laws the DDOL enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading.
The employer also may be required to take corrective or preventive actions to cure the source of the identified discrimination and minimize the chance of its recurrence, as well as discontinue the specific discriminatory practices involved in the case.
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Related Topics: Age Discrimination, Anti-Discrimination, Delaware Discrimination in Employment Act (DDEA), Disability Discrimination, Gender Based Discrimination, Handicapped Persons Employment Protection Act (HPEPA), Industrial Affairs, National Origin Discrimination, Pregnancy Discrimination, Racial Discrimination, Religious Discrimination, Sexual Harassment, Sexual Orientation Based Discrimination