When you are on the job, the work you do should matter, not what you look like.
If you are facing discrimination at work, the Employment Law Firm of Pennsylvania can stand up for your rights and get you the changes, accommodations, or compensation that suits you best.
Federal and state employment laws protect against all different kinds of discriminatory workplace troubles. That includes bias in:
In proving that your employer illegally discriminated against you, the Employment Law Firm of Pennsylvania will help you show that the employment decision that hurt you was based on illegal bias, instead of other, legal considerations like skill, experience, or performance.
There are several federal and state employment laws that apply to different types of workplace discrimination. Which laws apply depend on what your employer has done and which protected attribute is involved.
Title VII is the main federal statute that prohibits employers from discriminating against employees in the workplace. It is a broad statute that prohibits discrimination based on the basis of race or color, sex, national origin, and religion. Most discrimination problems in the workplace fall somewhere within Title VII protections.
The ADA prohibits discrimination against people with disabilities in all areas of public life, including the workplace. When it comes to the employment discrimination, the ADA requires your employer to provide reasonable accommodations to allow you to do your work, as well as prohibiting discriminatory hiring, promotion, and firing decisions.
The ADEA creates similar protection for employees based on age as Title VII does for race, sex, national origin, and religion. In particular, it protects employees over age 40 from being hired, fired, or forced to retire because they are "too old." The law also protects against policies that have a disparate impact, resulting in worse treatment for older employees. Retirement plans, benefits, and pensions are all controlled by the law as well.
The PHRA is a state law that protects against discrimination based on race, color, religious creed, ancestry, age, or national origin. It overlaps in many ways with Title VII, and allows employees to choose between state or federal proceedings to meet their needs.
There is no federal or state law that prohibits discrimination based on sexual orientation or gender identity. However, the City of Philadelphia has passed a local anti-employment discrimination ordinance that protects workers in the city.
Federal and Pennsylvania Equal Pay laws prevent employers from discriminating against employees by paying different amounts based on sex or gender. However, these laws do not affect hiring, promotion, or termination decisions.
Under many of the Employment Discrimination laws, employees can be placed in the same or a similar position they would have had if the discrimination never happened. Employers will also have to change their policies to prevent future discrimination, and to further abide by discrimination laws.
You may be able to recover money damages to compensate you for your loss (compensatory damages) and punish your employer for violating your rights (punitive damages). Money damages include out-of-pocket expenses, job search costs, medical expenses, and emotional harm. How much you receive will be limited depending on the actual damages suffered and the size of your employer.
Depending on the nature of your workplace discrimination, your case could involve different laws, needs, and remedies. Some of the most common workplace discrimination cases include:
If you have been discriminated against in the workplace, you need experienced and aggressive discrimination lawyers to stand up for you and your rights. Contact the Employment Law Firm of Pennsylvania to schedule a consultation.
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