PRACTICE AREAS
Discrimination and Retaliation
Discrimination Based On Who You Are
You are required to work hard, to dedicate an immense amount of your time to your job and to be dedicated to your employer. At a bare minimum, you have the right to be treated equally and not have your pay, benefits, advancement, or other rewards for your efforts compromised in any way by bias, discrimination, or abhorrence of one of your unique personal characteristics.
The Workers’ Rights Law Group will aggressively serve to protect your rights if you are a victim of any workplace discrimination. Our attorneys have a substantial track record in that regard, including but not limited to:
Representing a person of color who was denied numerous promotions he was qualified for and was subsequently fired by his employer because of his race.
Representing an individual with a same-sex marital partner who was subjected to “jokes” by his supervisor concerning his relationship and was ultimately fired after filing a workplace report.
Representing individuals who quit their jobs after their employer refused to discipline coworkers and management who were using slurs and making racial remarks in the workplace.
Representing a married couple who were denied the ability to worship at the workplace and were ultimately fired for their beliefs and nation of origin.
Representing an individual over forty years old who was fired and replaced by a younger employee despite the individual’s exceptional experience and dedication to the position.
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Areas of Expertise
Disability Discrimination
Sexual Harassment
An employer owes their employees a workplace that is free from sexual harassment. No one is required to tolerate unwanted sexual advances while they are performing their job duties. Falling victim to touching, uncomfortable or aggressive flirtation, jokes, texts, emails and phone calls that serve no legitimate business purpose are all considered forms of sexual harassment.
Wage Litigation
As an employee you have a right to be paid for all the work you perform for your employer. Often employers cut corners and don’t appropriately pay employees for “pre-shift” work or “traveling from the office to the job site.” Employers often don’t pay for “lunch breaks” but then ask the employee to work through a portion, or all, of their lunch.
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