Discrimination and Sexual Harassment
Challenging Discrimination in the Workplace
Your success at work should be based on your skills, knowledge, and experience — not on personal characteristics that do not affect your ability to perform your job. Employers are prohibited from discriminating against applicants and employees in hiring, promotion, pay, discipline, and termination on the basis of the protected classes of:
- Age (if you are at least 40 years old)
- Genetic information
- Sexual orientation*
*For employees of federal contractors
These characteristics are protected under federal law; state and local law may protect additional traits, such as gender identity, marital status, or sexual orientation (for all employees).
We are thoroughly versed on federal and state laws and regulations that protect employees against discrimination. We know how to assert and protect your rights at each step of the process, from making an internal complaint and participating in your company’s investigation to filing administrative charges and lawsuits.
Fighting against Sexual and Other Harassment
Under the law, employees are protected against unwelcome sexual advances, sexist comments, and degrading images in the workplace. Sexual harassment creates a hostile work environment and perpetuates stereotypes about men, women, and sexuality. Although women are most commonly targeted, men can be victims as well.
Responsible parties may include your corporate identity, co-workers, supervisors, executives, human resources personnel. Third parties with whom you have to interact for work, such as customers, clients, contractors, and vendors, can also commit harassment. Harassment can take many forms, including inappropriate physical contact, e-mail transmissions, derogatory statements, and unwanted advances. Our firm champions the rights of employees to work in a professional environment, free from harassment.
Ensuring Your Leave Rights under the FMLA and Local Leave Laws
Since 1993, the federal Family and Medical Leave Act (FMLA) has protected employees when they are absent due to qualified medical and family issues. The law has since been expanded to also cover time off to care for a family member who was seriously injured during military service. Only larger employers are covered by the FMLA, and not every employee is eligible for leave. Our attorneys can help you determine whether you qualify for leave under the FMLA or the applicable local medical and care-giver leave laws, whether your employer violated your rights, and what steps you should take to protect yourself.