“Injustice anywhere is a threat to justice everywhere.” – Martin Luther King Jr.
Under employment discrimination laws, no one may harass or discriminate against another person in the workplace based on national origin, race, gender, gender identity, sexual orientation, pregnancy, religion, disability, or age. However, discrimination at work remains an ongoing problem in many forms. That’s why we use the full power of the law to help you fight against illegal discrimination. Our professionals handle employment discrimination cases of all sizes, battling injustice one case at a time. We believe that discrimination is wrong at every level and must be addressed in every instance.
The law forbids discrimination relating to any aspect of employment, including pay, job assignments, hiring, firing, training, layoffs, promotions, benefits, and any other condition or term of employment.
Age discrimination involves treating employees or applicants less favorably due to age. The law forbids discrimination relating to any aspect of employment, including pay, job assignments, hiring, firing, training, layoffs, promotions, benefits, and any other condition or term of employment. Age discrimination includes derogatory or offensive remarks concerning an individual’s age.
Discrimination based on color involves treating employees or applicants unfavorably due to skin color or complexion, including derogatory or offensive remarks concerning an individual’s color.
Disability discrimination involves the unfavorable treatment of qualified employees or applicants with disabilities because of their disabilities. It can also occur when an employer treats an employee or applicant less favorably due to a history of disability (such as cancer that is in remission or controlled).
The law requires employers to provide reasonable accommodations to employees and job applicants with disabilities unless doing so causes significant difficulty or expense for the employer.
National origin discrimination involves treating employees or applicants unfavorably due to their real or perceived national origin, ethnicity, or accent, even if the individual is not of the assumed ethnic background. National origin harassment includes derogatory or offensive remarks about an individual’s national origin, ethnicity, or accent.
Employers may not base employment decisions on an employee’s foreign accent unless the accent seriously interferes with his or her job performance.
It’s important to remember that discrimination and harassment can occur when the victim and wrongdoer are of the same national origin.
Pregnancy discrimination involves treating a female employee or applicant unfavorably due to childbirth, pregnancy, or medical conditions related to childbirth and pregnancy.
Pregnant employees may also have additional rights under family medical leave laws. Additionally, nursing mothers may also have the right to express milk in the workplace.
Religious discrimination involves treating an employee or applicant unfavorably due to religious beliefs. The law protects not only individuals belonging to traditional, organized religions—such as Christianity, Buddhism, Islam, Hinduism, and Judaism—but also others who have sincerely held religious, moral, or ethical beliefs.
The law forbids discrimination relating to any aspect of employment, including pay, job assignments, hiring, firing, training, layoffs, promotions, benefits, and any other condition or term of employment. Additionally, employees cannot be forced to participate (or not participate) in religious activities as an employment condition.
Religious harassment includes offensive remarks about a person’s religious practices or beliefs. These issues result in an offensive or hostile work environment.
It’s important to remember that discrimination and harassment can occur when the victim and wrongdoer follow the same religion.
Employers must reasonably accommodate employee’s religious practices or beliefs unless doing so causes undue hardship on the operation of the employer’s business. This means employers may be required to make reasonable adjustments to the work environment to allow employees to practice their religion. Examples of common religious accommodations include voluntary shift substitutions or swaps, flexible scheduling, job reassignments, and modifications to workplace practices and policies.
