Civil Rights question?

When an employeer has policies that challenge civil rights
matters ( Example Breaks for employees, some employees
are given extra breaks aside from their regular breaks which
add up to an substantial amount which court system handles
this type of violation) I would lable this matter discrimmination

It's only unlawful discrimination under federal law if you have been treated less favorably because of your race, color, sex, national origin, disability or age (over 40). Favoritism toward another individual is not protected by federal civil rights laws. If a group of individuals (say all the Hispanic employees) are treated more favorably and you are Black, then you may have protection under Title VII of the Civil Rights Act of 1964, as amended. However, if one individual is treated more favorably than all other employees, it's unlikely you'd be able to substantiate a violation of the law.

There may be additional laws in your state that cover other protected bases, such as marital status or sexual orientation. However, without a protected bases, there are very few employment rights laws in most states.

If you have a federally protected basis, then contact the US EEOC. You must file a charge with them before you have standing before the court. Be aware, the agency is overwhelmed with charges and if you're trying to stretch the limits of the law by creating a basis, you're wasting your time.

To allege unlawful discrimination in court, you have to show that the discrimination in your company is based on a protected class: race, gender, religion, age, disability, national origin, sexual orientation (in some states), etc. Otherwise, it is not a violation of the law.

If your employer is allowing Blacks to have more (and longer) breaks than Whites, or if your employer is allowing breaks for men but not women, then you would have a case. If, however, the awarding of breaks is based on which employees the manager likes more, then all you have is a bad manager, not a case that you can sue over.

As far as which courts handle discrimination claims: generally it is in Federal Court (as the major anti-discrimination statutes: EEOC, Title IX, etc. - are part of Federal law), but some states have state courts to handle this as well.

before you go to the labor board, do the protocol first, go to your human resource, then the executive. this is called favoritism. if your job has in your contract that family related employees cannot be at he boss, then you can do something about through your job. in the some states your handbook that you receive at the time of hiring is a legal binding contract. i am from Missouri, this is true here. i had the same thing happen to me, i went to my boss, then human resource, then the executive, they of course didn't do anything, so i called the integrity hot line that out job has and they took care of it. believe me its nothing worse than working your ____ off and this people walk around, or take long, long breaks. hopefully this helps you.

contact a discrimination lawyer in your state. there is no point in telling you which court system handles discrimination cases because you cant do anything without a lawyer anyway. you would have better luck threatening to call the news on them

depends on what your alleging. who's getting breaks and who isn't. possibly federal court. but you'll need to check and see if you need to exhaust administrative remedies first by going through EEOC.

I think it's more of a flaw in the workplace. Usually, the boss looks the other way if his friends are still on break. It's more like a policy violation or a communication breakdown.

Civil rights? What are those I live in America. We are fascists here. We don't need rights, how would the government protect us?