Title VII of the Civil Rights Act of 1964 is a Federal Law that prohibits discrimination based on a person’s inclusion to a protected class such as disability, gender, race, religion and national origin. These are only a few of the protected classes recognized. This federal law also prohibits any sex-based discrimination, including sexual orientation, stalking and Domestic Violence. How federal law prohibits sex-based discrimination against crime victims A 2012 report published by the U.S. Equal Employment Opportunity Commission (EEOC) spelled out the federal government’s position on how Title VII prohibits employers from firing workers after discovering that an employee procured a protection order against a partner following a domestic violence situation. The EEOC also reaffirmed in its report that any instance in which an employer engages in the following acts of sex-based discrimination also violates federal law: Firing an employee who reports sexual harassment. Reassigning or demoting workers who accuse their supervisors of rape. Terminating an employee who displays physical or emotional scars attributable to domestic violence. Failing to provide workers with ample time off to get counseling for domestic violence. How to protect your civil rights in light of your employer’s actions All employers are supposed to know the laws they must abide by as part of their responsibilities in owning a business. You owe it to yourself and any workers who come behind you who could potentially face similar treatment to speak up when your employer treats you unlawfully. An attorney will want to know more about the treatment you endured at your employer’s hands before advising you if it warrants filing an EEOC claim in your case.