An employment discrimination lawyer in Washington, D.C. from Eric Siegel Law knows that when it comes to employment retaliation, discrimination, and harassment, prevention is the best strategy. Employees who are harmed because of an action or statement taken against them due to their age, race, sexual orientation, or other protected characteristics, may be due compensation for what they have been through. If you are dealing with a situation in the workplace that you believe qualifies as discrimination, we strongly advise contacting our Law Firm right now for assistance.
Employment discrimination refers to the unfair treatment of individuals in the workplace based on certain protected characteristics, such as race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, or genetic information. This discriminatory behavior can occur during various stages of the employment process, including hiring, firing, promotion, compensation, job assignments, and other terms and conditions of employment.
For Eric Siegel Law in Washington, D.C., it’s important to understand that employment discrimination is not only unjust but also unlawful under various federal and local laws. These laws are designed to promote equal opportunities and a fair working environment for all employees, regardless of their personal characteristics.
Eric Siegel Law in Washington, D.C. specializes in helping individuals who have experienced employment discrimination. They are dedicated to ensuring that employees’ rights are protected and that employers are held accountable for discriminatory actions. Their expertise encompasses a range of discrimination cases, including but not limited to:
Eric Siegel Law is dedicated to advocating for employees who have faced such discriminatory practices. They work to hold employers accountable for their actions and seek remedies for the affected employees, which can include compensation for damages, reinstatement, and policy changes within the workplace.
If you believe you’ve experienced employment discrimination or have questions about your rights in Washington, D.C., reaching out to Eric Siegel Law could provide you with the guidance and representation you need to navigate the legal process and protect your rights. Remember that laws can change, so it’s important to consult with legal experts who are up-to-date with the latest regulations and precedents.
If you are currently job hunting, you may want to keep a lookout for signs that may indicate a hostile or discriminatory workplace environment. sometimes, we may not be sure whether what we have seen or experienced constitutes as discrimination, so it’s important to consult with a reputable lawyer that is familiar with this area of law. Red flags that could mean your workplace operates with a less-than-ideal moral compass are listed as follows:
Poorly maintained or sloppy office/workplace premises.
As they say, a picture is worth more than a thousand words. If your potential employment workspace is messy, has slippery floors, litter is everywhere, or even a bad smell to it, trust your instincts and find a job elsewhere! If you are already employed and are concerned about what you are witnessing, contact a Washington, DC employment discrimination lawyer immediately.
Anxious, chaotic, or depressed feeling in the air.
Take a moment to observe your potential co-workers, do they seem to be in a good mood or a bad one? If you observe a general discontent in the workplace, then don’t shrug this off. Obviously, everyone has their good and bad days, which is particularly true for highly functional or busy offices. However, the mood of a business can provide you with insight into its managerial practices.
The business has received numerous public complaints.
It’s good to keep in mind that not every story you hear or news article you read is going to be true. But, if you notice a pattern among complaints, especially if they relate to the management staff or how the business is run, pay attention to this.
Your boss is demanding even during the interview process.
If you are interviewing for a job with a potential superior, and that individual starts treating you as if you are already their subordinate and with disrespect, this could indicate what your future dynamic with this person could be. While you cannot guarantee that someone friendly during an interview is going to be the same once you join the team, the rudeness may give you a sneak peek into the kind of environment you will have to work in.
For decades, federal law has prohibited discrimination in the workplace based on certain characteristics. State and D.C. laws, as well as laws that apply to federal workers specifically, often expand upon general federal employment discrimination law. In nearly every situation, and as applied to nearly every employer, workers cannot be discriminated against on the basis of race, sex, gender, age, religious beliefs, nationality, ethnicity, disability, or genetics. Many jurisdiction-specific laws also prohibit discrimination on the basis of sexual orientation, pregnancy (often classified as a disability), marital status, and other characteristics fundamental to a person’s being. Sometimes incidents of employment discrimination are more obvious, and in other cases it is more obscure. If you are not sure if what you have experienced is employment discrimination, you can approach a lawyer for help. If you have questions about whether the mistreatment you’re experiencing at work qualifies as discrimination, our firm’s Washington, D.C. employment discrimination lawyer can help to clarify and to protect your rights if they are being infringed upon. They will review your case and see what appropriate action should be taken. Employment law is expansive and can be difficult to understand how they apply to your particular situation. You likely have many questions about employment law and how your case will be handled. They can address any topics that you may have concerns about and answer questions you may have about the claims process.
Sexual harassment is legally classified as a form of sex discrimination. Therefore, many of the “rules” of discrimination law apply directly in sexual harassment cases. Examples of sexual harassment include inappropriate or unwanted touching, kissing, or comments that are sexual in nature. Employees have a right to report any sexual harassment that they have witnessed or experienced.
Similarly, retaliation based on a protected classification is treated as a form of discrimination. Retaliation is, essentially, unlawful discrimination manifested as an adverse action taken against a worker who has engaged in a protected activity. Employers are restricted from discriminating or targeting a specific employee who speaks up about conditions or their experience in the workplace. Employees should not receive any kind of disciplinary action or subsequent consequences after reporting about their workplace conditions or particular experience with a superior or co-worker. It’s important to note however, that not all protected activities are tied to protected classifications. For example, if a worker was reassigned to a lower paying position because they took time off from work to serve on a jury, this would be considered unlawful retaliation. In this example, the retaliation has nothing to do with a worker’s protected characteristics, only with their engagement in a legally protected activity. However, if a worker is retaliated against for filing a race discrimination complaint with the Equal Employment Opportunity Commission, that would be unlawful retaliation that is related to both the worker’s protected characteristics and protected activities. Knowing which activities are considered protected is not always clear. There are sometimes fine differences in language that can be hard to find or interpret, so determining if your specific situation qualifies as discrimination can be difficult. These nuances can be confusing to understand, so it would be helpful to talk to an employment discrimination lawyer who can provide further explanation about the differences and complexities within employment law.
If you have questions about harassment, retaliation, or any other aspect of discrimination law, please let our firm’s Washington, D.C. employment discrimination lawyer know. Understanding employment law and recognizing the signs of employment discrimination can be tricky. Each case is unique so we will assess your situation carefully and determine if you have a valid case. Reach out to a trusted and competent employment discrimination lawyer so we can discuss your case in detail and examine your options. We’ll be happy to provide you with personalized guidance after learning about your unique situation.
Workers with disabilities are entitled to specific protections under federal law. For example, if applicants or workers are denied claims for “reasonable accommodation” that would not result in an undue burden on employers, these individuals may have grounds upon which to file a claim of disability discrimination. Reasonable accommodation requests range from making workspaces more accessible to facilitating a work schedule that allows an employee to attend necessary medical appointments. Employers are responsible for respecting workers who have disabilities and making the necessary accommodations so that they can do their job. Workers may also experience discriminatory treatment in the workplace in many of the same ways that workers belonging to other protected classes do. If you are ever denied accommodation, you can talk to a lawyer and they will be able to help you.
If you are unsure of whether the treatment that you’re experiencing at work is unlawfully discriminatory in nature, connect with the experienced team at Eric Seigel Law. Our Washington D.C. employment discrimination lawyer team will be more than happy to clarify your rights and options based upon the unique circumstances that you’re facing.
It is important to understand that simply because you are expected to perform while at work, you are not legally required to be at work at certain times. Specifically, both state and federal law protect the rights of most workers to take leave from their jobs – under certain circumstances – without any fear that they will be fired or otherwise retaliated against for taking advantage of this legally protected leave. For example, some workers are entitled to take time to vote, while most workers are protected in the event that they need to serve on a jury or fulfill duties as a member of the military or National Guard.
Additionally, most workers are entitled to take a legally protected leave of absence from work to tend to their own medical challenges and/or to care for eligible loved ones. Most commonly, workers take advantage of the Family Medical Leave Act’s protections in order to care for newly born or adopted children. However, FMLA covers more than “just” maternity and paternity leave. It also allows ill or injured workers to take time to heal and for workers to take care of certain loved ones who may be injured or ill. FMLA allows individuals to receive benefits for not being able to work because they are caring for a loved one. If you file for family leave, an employer cannot retaliate against you for missing work. If you either request or take FMLA leave and experience retaliation as a result, you may have grounds upon which to file a legal claim. Talk to an experienced employment discrimination lawyer about your situation so they can do a thorough investigation.
Depending on your unique circumstances, if you choose to pursue legal action against your employer, we may need to work together to submit an investigation request to the Equal Employment Opportunity Commission before we can proceed with additional steps. The EEOC is a government agency that enforces federal employment discrimination laws. In its capacity as an investigator, it has the authority to review discrimination charges against employers before workers bring lawsuits against them privately. In a small fraction of cases, the EEOC chooses to file lawsuits under its own power post-review of complaints submitted by workers and/or their attorneys. The EEOC may also try to settle the matter in question if it chooses not to try the case.
Alternatively, we may be able to pursue arbitration or file a case on our own. In any case, it is best to talk to a lawyer about what options are available to you. This area of law is particularly complex and no two cases are exactly the same. You can depend on an employment discrimination lawyer from Eric Siegel Law to assist you every step of the way. When you schedule a no-risk consultation with our legal team, you’ll be able to explain your situation. Then, we will be able to advise you of your legal options so that you can make an informed decision about your next steps. Honesty and transparency is of utmost importance to us, so we will give you our direct and genuine answer regarding your case assessment. It’s important to note that all of our consultations are confidential. Too often, workers are afraid to speak with an attorney because they are afraid of being retaliated against by their employers. We will keep your story in confidence if/until you direct us to behave otherwise. We take great pride in safeguarding the rights of workers and will treat your legal situation with the utmost respect. Don’t wait another minute to receive help. Allow us to work on your case so that we can fight for your right to fair employment and hold your employer accountable for discrimination.
Experiencing discrimination at work is a deeply affecting experience. You expect to receive respect from both management and colleagues, so to discover that you are being discriminated against for factors out of your control is upsetting and disheartening. After such an incident, there are options you can consider however. If you suspect that you’re being discriminated against at work, you don’t have to sit there and take it. You have the right to speak up and allow your voice to be heard. Workers should not have to tolerate discrimination and accept the consequences. Here are a few steps you can take:
The statute of limitations for employment discrimination varies by state. For example, Maryland, Virginia, and DC all have different timelines for submitting a case for employment discrimination. Your Washington, DC employment discrimination lawyer from Eric Siegel Law can fill you in more on the specific deadlines as they generally range from between 180 and 300 days. This means that a case must be submitted no longer than 180-300 days following the employment discrimination incident. Waiting too long to gather details, reports, and paperwork needed to submit these claims could mean that your case will not be accepted. Ensure that you do not wait too long to gather these details so that your case has a fair and valid chance of being heard. Many people wait too long to do the tasks required for submitting a case, which is why gathering the evidence and other relevant information as soon as possible is recommended. Speak with our lawyers today to learn more and to get your case started and built within the statute of limitations. We know that we can help you out with your case and will fight every step of the way to give you the greatest chance at compensation and benefits. Our lawyers are standing by and ready to assist you with any questions you may have pertaining to your case.
If you or someone you know is dealing with employment discrimination, then this has proven to have a negative effect on mental health. The added pressures of having to deal with retaliatory measures in the workplace for harassment claims can cause disruption to your workflow and overall peace of mind. This is why it is important to take care of yourself as well as possible if you are dealing with employment discrimination. Discuss matters with a mental health professional if things are getting too difficult for you at work. Also, speak with a mental health professional if the added employment discrimination pressures from work are going home with you to your personal life. Employment discrimination can show itself in many different ways. Whether it be through repeatedly rude and offensive comments from management or workplace personnel, threats to your employment, or other reasons, make sure to take your mental health seriously. You can also discuss these issues with your employment discrimination lawyer in Washington, DC. Our lawyers at Eric Siegel Law will listen to your every concern and build a strong strategy and case for you. With our experience, skills, and knowledge we believe that we can build a strong and compelling case and bring you the results that you are looking for. Contact us today for a consultation and to get your case started. We understand the nuances and specifics of employment discrimination cases as well as the added personal issues that can accompany them to sufferers of employment discrimination. Don’t wait any longer in accepting discriminatory actions towards you, speak with us today to get the help you need.
Employment discrimination can take on many forms. People often do not understand their legal rights regarding different forms of discrimination and how to proceed if they have been affected. Such acts can be subtle and difficult to prove, especially if the termination is because of an employer at will policy. Unfortunately, prejudices are common and can cause emotional distress, especially if your employer does not provide you with a platform to prove your case. Here are five things you should know about employment discrimination and when to call an employment discrimination lawyer in Washington, D.C. for legal help if you have been impacted.
Washington, D.C. is an at will district. At will means an employer can let an employee go for any reason without explanation. However, this does not exempt an employee from seeking legal help for acts of discrimination. There are limitations to at will employment, and you should understand your rights if you have been terminated from a job based on at will policy. Contact an employment discrimination lawyer in Washington, D.C. at Eric Siegel Law for help.
If you served in the U.S. armed forces and were deployed while working, your employer cannot fire you unless there is a statutory defense violation. Such violation will have to be proven before dismissal from your job.
Some jobs require that you speak fluent English for employment. For example, if you are a nurse caring for patients, you may be required to speak fluent English. However, an employer cannot refuse to hire you if you talk with a foreign accent. If you are denied employment because of an accent or ethnicity, this could qualify as an act of discrimination.
Family Medical Leave is lawfully protected time off work for conditions such as pregnancy, surgical or medical procedures, mental health, or to care for an ill family member. Suppose your employer is harassing you for taking time off work by making it challenging to use intermittent leave for medical appointments. In that case, you should contact an employment discrimination lawyer in Washington, D.C. at Eric Siegel Law to review your case.
An employer who ignores your complaints of workplace hostility because of race, religion, or gender preference is a form of workplace discrimination. Insensitive comments about a person’s gender or a noose hanging in a bathroom may be seen as a joke to some but are forms of harassment. If such is the case for you, contact an experienced attorney at Eric Siegel Law for an appointment.
It is not only current employees who can potentially benefit from hiring an employment discrimination lawyer in Washington, D.C. It is also illegal for employers to refuse to hire job candidates on the basis of protected statuses, such as age, race, religion, gender, or disability. Eric Siegel Law is a firm that also helps those who have been negatively affected by discriminatory hiring practices seek justice. Here are some examples of how employers may discriminate against certain candidates during the hiring process.
When an employer has an open position to fill, he or she may put advertisements in the newspaper or on radio or television letting prospective candidates know that there is a job opening and how they can apply. Employers must be careful how they word these advertisements to avoid excluding certain job candidates. For example, an advertisement that asks for “young” applicants or specifies a certain sex or gender may exclude older people or people of other sexes or genders.
Discriminatory wording in job advertisements isn’t always so overt. For example, if a postsecondary degree is a legitimate qualification for a certain position, it is appropriate for the ad to specify that, but an ad that asks for “recent college graduates” may exclude graduates that are older.
An employer cannot refuse candidates the ability to apply for a job on the basis of age, race, pregnancy, or other protected statuses. If a person requires a reasonable accommodation to complete the application, the employer generally must provide it. An employment screening or test must be based on reasonable factors and be related to the job. A test that eliminates candidates on factors such as gender, race, or age is illegal and grounds to contact an employment discrimination lawyer in Washington, D.C.
A job interviewer cannot ask questions about protected status. This includes questions about your marital status or how many children you have, which could be discriminatory against your actual or perceived gender, sexual orientation, or pregnancy status. Interviewers also cannot ask you explicit questions about your religion, your national origin, your race, or whether you have a disability and require any accommodation. They can require a college or high school diploma, but they cannot ask you when you graduated as this could be discrimination based on your age.
Discriminatory hiring practices may be direct or indirect, intentional or unintentional. Even if the employer did not mean to discriminate, his or her behavior could still be illegal. An employment discrimination lawyer in Washington, D.C., at Eric Siegel Law can answer questions that you have about discriminatory hiring practices you may have encountered.
Some forms of workplace discrimination are subtle, and these instances can be difficult to prove without consulting an employment discrimination lawyer in Washington, D.C. about your situation. Anytime you deal with discrimination, it can affect your mental health, your career fulfillment and your financial situation. Many employees leave a hostile work environment rather than call on the help of Eric Siegel Law to address the situation. Here are some ways to tell if you’re being discriminated against at work.
In many situations, fixed roles are often defined by gender. More commonly, men hold executive or managerial positions while females are designated as secretaries or other support staff. Women who have the experience and education for a higher role but never seem to achieve a more noteworthy or suitable position could be experiencing discrimination.
The definition for diversity in the workplace has moved past simple gender or race categories, though people tend to hang on to these identifications as immediate signs of discrimination. When you look around and see the general makeup of the employee population, you should be able to see plenty of differences with regard to age, race, sexual orientation, gender and disabilities. If everyone seems to be the same or there is a definite office “type” for certain positions or roles, discrimination could be occurring.
Your employment discrimination lawyer in Washington, D.C. will tell you how important it is to pay attention to the tone and context of communication between employees or superiors. When language is offensive or unpleasant, particularly when personally addressed, it can be grounds for a discrimination claim. If you are constantly belittled, treated harshly, made fun of or subject to offensive jokes about gender, race, religion or another personal quality, it may be time to give Eric Siegel Law a call.
There are some managers who will constantly find reasons for bringing disciplinary action or criticism against employees. There is a difference between a manager being grumpy and a manager who unfairly disciplines an employee in an attempt to lay the groundwork for termination. Disciplinary action that is unsupported could be evidence of discrimination. Fake discipline could also be used as an excuse to avoid promotion or a raise, both of which are acts of discrimination.
Your employment discrimination lawyer in Washington, D.C. can help identify if your situation is an act of discrimination. Just remember that workplace discrimination isn’t always obvious.
Depending upon the number of employees that your business has, you may be affected by various laws that the EEOC has placed upon businesses.
If you have at least one employee, then you are going to be required to provide equal pay for equal work for male and female employees. If you have 5 to 19 employees and you are covered by laws that do not allow discrimination based on race, sexuality, religion, sex, pregnancy, sexual orientation, gender identity, national origin, disability, and even genetic information. If you have 20+ employees are covered by laws that prohibit discrimination and you are required to pay equal pay for equal work between the gender gap.
Employees are going to be people who work full-time, part-time, seasonally on a temporary basis. These individuals are assigned to your business under a work program, which is a program that requires welfare recipients to work to keep their benefits. Volunteers can be covered by these employment discrimination laws sometimes. Individuals who are not in a sentence are covered if they work full-time, part-time, seasonally or on a temporary basis.
When federal employment discrimination laws apply to your business, and you can talk to your employment discrimination lawyer in Washington, DC to find out if these laws apply to your business. You are required to pay equally to male and female employees who perform the same work otherwise you must justify the pay difference under the law.
A business is not allowed to discriminate against or harass applicants, employees or former employees because of their race, their color, their religion, whether they are pregnant, have a sexual orientation that differs from the norm, and gender identity that differs from the norm, are from another nation, are over the age of 40, and have a disability.. Furthermore, businesses, as federal employment discrimination laws affect, cannot use employee policies or practices that negatively affect applicants or employees who are of a particular race, color, religion, sex or national origin or those with disabilities. Furthermore, you cannot enact policies and practices that negatively affect applicants and employees who are over the age of 40.
Most businesses are not allowed to request medical or genetic information from their applicants or employees, and they can only request the sayings in limited circumstances and if it is allowed you to receive this medical or genetic information, it must be kept confidential and in a separate medical file. Talk to your employment discrimination lawyer in Washington, DC today if you think that your lease of employment is treating employees poorly.
Many employees work in dangerous conditions. Some industries pose much higher risk of injury or illness, such as construction. No matter how inherently dangerous certain industries are, employers must make sure their workers are protected by abiding by safety regulations. If you are concerned about your safety and the safety of your coworkers due to a hazardous work environment, it is important to speak with an attorney about your concerns. If you are concerned about violence, you need to speak up. If you are concerned about your working conditions, our team may suggest that you file an anonymous workplace inspection request with the Occupational Safety and Health Administration. Your request will be confidential and you do not have to identify yourself. If you are hesitant about making the request, an employment discrimination lawyer can assist you. We understand that you have many concerns and want to make sure that you do not experience any backlash that can jeopardize your job. We can help you take that step confidentially. Either way, it is important to understand that you have rights to a safe workplace under the law and that we can help to make sure that you and your coworkers remain safe while you are on the job.
It’s important to understand that consultations with the experienced Washington, D.C. legal team at Eric Siegel Law are confidential. As noted above, retaliation is illegal. If you choose to file an anonymous complaint, to file a named complaint, to submit an investigation request, or even to file legal action against your employer for engaging in illegal behavior, it would be illegal for your employer to retaliate against you. With that said, many workers are understandably concerned about “taking heat” from co-workers, etc. in the event that they find out you’ve been speaking with an attorney. Many workers are fearful that they may make their situation worse by making a formal complaint or looking into legal action. If they step forward and talk about their experience, they could face retaliation even from their co-workers. Some co-workers may even relay the information to upper management. Because of the company politics involved, many workers simply decide not to say anything at all and just try to deal with the situation on their own. They are afraid of worsening their situation, and that speaking up about their experience may put their job security in jeopardy. This is a risk not many workers are willing to take. This is especially true if they are a worker that has been at the company for many years, and they do not want to do anything that can put their position at risk. Since preserving the dynamics in the workplace is also important, it is reasonable for workers to be concerned about how their complaint will be received by their fellow co-workers. For this reason, many workers who suffer discrimination choose not to disclose it to their colleagues.
The choice to tell anyone about our consultation and/or work together will always be up to you. It is your decision, and a lawyer will not force you to decide one way or another. We will not disclose any of this information to your employer. Our consultation is confidential and you can have peace of mind knowing that the information you share with our firm will be protected from your employer. We take our duty to keep your consultation and/or attorney-client relationship confidential very, very seriously. Our firm’s respected Washington, D.C. employment discrimination lawyer can also answer any questions you may have about what to expect – should you choose to move forward – at any time.
If you believe that you may be experiencing discrimination in the hiring, employment, or termination process, please connect with the experienced legal team at Eric Siegel Law today. You don’t need to know “for sure” that you have grounds to file legal action to explore your options. Additionally, you don’t need to file legal action simply because you learn that this is an option for you. It is not necessary to have all of the answers right away, as a lawyer is there to provide you with further guidance and information. Once they know about the basics of your situation, they can begin a deeper investigation. All a consultation does is allow you to answer questions and receive knowledgeable guidance. The next steps are always up to you. Please connect with our firm’s Washington, D.C. employment discrimination lawyer today; we look forward to speaking with you.
The team at Eric Siegel Law is experienced in representing victims of employment discrimination. Over a consultation, we can assess whether discrimination has happened to you and what your options are moving forward. Don’t hesitate to call a lawyer for employment discrimination in Washington, D.C. now to have your questions and concerns addressed.
“Attorney Siegel was very responsive and thorough in his analysis of the issues which was presented. I liked his calm and professional demeanor. I would definitely recommend him to anyone seeking competent legal advice.”
Mackenzie M.
