If you, or someone you know, suffered discrimination in the workplace or were subject to bias that affected your career or work environment, then you may have the right to hold your employer responsible for any actions taken against you.
Call Younglove Law Firm for answers to your questions regarding employment discrimination. The Phoenix discrimination lawyers at Younglove Law Firm protect the rights of and recover compensation for those who experience discrimination at work.
At Younglove Law Firm, our discrimination lawyers:
If your employer has discriminated against you, let our lawyers put together a legal strategy on your behalf and get you the results you deserve. Call our Phoenix employment law attorneys to schedule a complimentary consultation with a legal professional today.
Victims of discrimination in the workplace need to understand their rights under the many federal and state laws prohibiting employers from engaging in illegal, discriminatory practices. Retaining an experienced attorney is one of the best steps a victim can take in their discrimination case.
An experienced discrimination lawyer will:
Without a discrimination lawyer, you are at a severe disadvantage when negotiating or proceeding with litigation against your employer’s attorney or legal team. Contact Younglove Law Firm for assistance building your discrimination case and filing a strong administrative complaint.
Employment discrimination occurs when persons are mistreated because of their:
These are generally called an individual’s “protected status.” Employees who are mistreated or denied promotions due to their protected status may have grounds for a lawsuit.
Discrimination has many forms and can include, but are not limited to the following:
Employers cannot terminate or discriminate against an employee based on:
The Age Discrimination in Employment Act (ADEA) prohibits employers from treating an applicant or employee who is forty years old more or less favorably than others due to their age. This includes an offensive or hostile work environment.
Employment practices or policies that negatively impact employees or applicants forty years of age and older can also be illegal if they are not based on a reasonable factor other than age.
No employer may treat an applicant or employee is less favorably in the workplace because of a current or perceived disability. An employer must make reasonable accommodations for an individual to perform tasks required by a position if they are qualified unless it would cause hardship to the business or organization.
An employer may not treat an employee or applicant negatively because of their skin color or other personal characteristics such as facial features or hair texture.
Several state and local laws, as well as the Civil Rights Act of 1964, prohibit discrimination due to an employee’s national origin. They also include individuals who are married to a person of a particular national origin.
The law protects individuals who belong to traditional religions and those who have sincere ethical, religious, or moral beliefs. Title VII forbids job or workplace segregation based on religion. This includes any grooming practices and clothing worn as a result of religious beliefs.
Employers must make reasonable accommodation for religious events, such as flexible scheduling, modifications, or shift substitutions, unless it causes undue stress on the business’s operations.
The Equal Pay Act covers all forms of pay, including salary, vacation, holiday time, and overtime, to stock options, bonus plans, life insurance, and profit-sharing. If travel is involved in the position, hotel accommodations, gasoline allowances, and reimbursement for travel expenses are also included.
Men and women must be given equal pay for equal work within the same workplace. Tasks and duties required of a position, not the title, determine whether jobs are essentially the same.
Discrimination is prohibited based on pregnancy or biases regarding how employees share their caregiving responsibilities. The Pregnancy Discrimination Act protects women who are temporarily unable to perform routine job duties due to their pregnancy or related medical conditions.
Employers that allow disabled employees to take leave without pay must do the same for pregnant employees and those with additional family responsibilities.
Sexual orientation discrimination in the workplace is different treatment or harassment of an employee based on an actual or perceived sexual orientation. No federal law expressly outlaws employment discrimination in the private sector based on sexual orientation. However, federal government employees are protected from discrimination based on their orientation as gay, lesbian, bisexual, or heterosexual.
Title II of the Genetic Information Nondiscrimination Act of 2008 forbids discrimination based on the information gleaned from genetic testing.
Unwelcome sexual advances, physical sexual harassment, requests for sexual favors, and offensive comments about an individual’s sex are all forms of unlawful harassment.
Harassment based on protected status is unlawful when it creates a hostile, intimidating, or abusive environment and interferes with a person’s ability to work. Harassment can include, but is not limited to:
Illegal retaliation or reprisal occurs when an employee suffers adverse consequences for reporting discrimination. Retaliation may include:
However, there is protection for employees who report discrimination against themselves or others. If you’re facing discrimination in the workplace. You are not alone.
Speak with Younglove Law Firm for help with any situation you are facing and answers to any questions you may have about what the next best steps are for you. Time limits may apply to your case, so it is crucial to act quickly.
Contact our Phoenix discrimination lawyers today.