You have likely heard the terms “discrimination,” “retaliation,” and “litigation,” but may have questions about how they apply to your situation – don’t worry, you can always connect with an employment litigation lawyer Washington, D.C. area residents trust to learn more about your legal options. Employment discrimination and retaliation matters are particularly complex areas of law. Few workers know with absolute certainty that they’re being treated illegally; most need to receive professional guidance before they can determine whether they have grounds to file legal action against their employers.
Once we learn about your unique circumstances, we’ll be able to advise you of your legal options. During a risk-free, confidential consultation with our firm’s Washington, D.C. employment litigation lawyer, we’ll also be able to answer any questions you may have about discrimination, retaliation, and litigation as they apply to your case. As you prepare for your consultation, you may want to take a minute to read the following information and to jot down any questions that this introductory material inspires. That way, you can easily reference your questions and voice your concerns when we meet.
Some workplace behaviors are unquestionably unfair, but they aren’t illegal. For example, if your boss promotes your co-worker because they get along better, even if you’re arguably better qualified, this isn’t illegal mistreatment. However, if your co-worker is promoted because your boss takes issue with your gender, age, race, ethnicity, national origin, sexual orientation, sex, religious beliefs, nationality, or another protected characteristic, this is illegal discrimination. Unfortunately, while workplace discrimination is commonplace, it isn’t always easy to identify. This is one of the reasons why it’s so important to speak with the team at Eric Siegel Law, even if you’re unsure of how the mistreatment you’re suffering is legally classified. We can investigate and clarify your circumstances so that you can decide how you want to handle this mistreatment in question.
Note that it is also illegal for an employer to retaliate against workers for engaging in a so-called “protected activity.” Whether you’ve submitted a work safety claim, applied for workers’ compensation benefits, taken a leave of absence to have a baby, took protected time off work to vote or serve on a jury, or otherwise engaged in an activity protected under the law, your employer is not allowed to fire, demote, or otherwise mistreat you in response to your actions. Your employer is also not allowed to retaliate against you for speaking with an attorney about your options.
Should you suffer mistreatment as a result of discrimination or retaliation, you may benefit from pursuing litigation against your employer. Litigation is, at its most basic, filing a lawsuit against the party that caused you harm.
Federal law prohibits employers from engaging in discriminatory and retaliatory conduct when this conduct targets an applicant or employee for reasons related to their status as a member of a protected class and for reasons related to exercise of a protected activity. Protected classifications include race, religious belief, age, disability, nationality, sex, and genetics. Protected activities include taking a legally protected leave of absence, taking protected time off to vote, serve on a jury, or serve in the military, submitting a claim for workers’ compensation benefits, and reporting workplace safety concerns to appropriate government agencies.
When discriminatory or retaliatory conduct becomes so distracting and/or distressing that it interferes with an individual’s ability to do their job, the resulting situation is referred to as a “hostile work environment.” It is unlawful for an employer to create a hostile work environment. It is also unlawful for an employer to learn that a hostile work environment has been created and to subsequently fail to take immediate corrective action to appropriately address the situation at hand. If you are unsure of whether the challenges you’re experiencing at work “rise to” the level of a hostile work environment, schedule a consultation with an experienced Washington, D.C. employment litigation lawyer at Eric Siegel Law so that we can clarify your legal situation and advise you of your options accordingly. If you are suffering as a result of a hostile work environment, you may be entitled to compensation and/or alternative forms of legal recourse.
You may be understandably hesitant to meet with our firm’s Washington, D.C. employment litigation lawyer team if you are unsure of whether your situation is legally actionable. However, it is worth investing an hour or two of your time to attend a consultation so that you’re not left wondering “What if?” for years to come. Once we understand the nuances of your situation, we’ll be able to give you a personalized, objective analysis concerning whether your situation is legally actionable or not.
Generally speaking, one-time incidents aren’t usually actionable, unless they are extreme or severe in nature. For example, if you’ve been attacked by a coworker, you’ve been threatened with physical harm, or your boss has demanded that you provide them with sexual favors in exchange for the “privilege” of keeping your job, these scenarios are so extreme that they, in and of themselves, may serve as strong grounds upon which to file a hostile work environment claim. However, if the situation you’re dealing with has more to do with offensive innuendo, offensive imagery, derogatory comments, unwanted yet vague touching, etc. the situation must generally be pervasive or otherwise repetitious in order to serve as grounds for legal action. We’ll be able to clarify your unique circumstances once we meet with you in a consultation setting.
Hostile work environment cases are some of the most commonly filed forms of employment litigation in the U.S. Even more common is litigation filed after workers have experienced various forms of employment discrimination. The creation of a hostile work environment can be a form of employment discrimination. However, this broad category of unlawful conduct also encompasses a variety of other infractions on the part of employers and those whom they employ.
It is important to understand that employment discrimination law is both a federal and a state matter. Generally speaking, if a state law is broader than federal law is (in re: any particular subject matter), the state law becomes the governing standard. For example, federal law prohibits unlawful discrimination in the workplace against individuals who belong to protected categories – provided that the discriminatory conduct has resulted in some way from that individual’s inclusion within the protected class. Federal law broadly prohibits discrimination against workers on account of their race, national origin, gender, disability, age, religion, and genetics, among other immutable characteristics. However, many states have taken such protections farther. For example, some states have outlawed discrimination in the workplace aimed at an individual’s sexual orientation and/or gender expression. Federal law “rules” unless a state’s law offers workers more generous protections – in which case – it “rules.”
One of the most common kinds of discrimination cases filed in the U.S. involves disability discrimination. The Americans with Disabilities Act requires most employers to provide disabled applicants and workers with reasonable accommodations, unless such accommodations would cause affected employers undue hardship. This area of law is highly-nuanced, so it is important not to make assumptions about whether you have grounds to file a reasonable accommodations complaint until you have spoken with an experienced attorney. No two reasonable accommodation cases are exactly alike. With that said, chances are good that unless your request for accommodations is absurdly expensive or otherwise unworkable, you may have grounds for a complaint. Reasonable accommodation requests can range from making workspaces more accessible to approving intermittent leave so that you can attend physical therapy. If you have questions about this area of law, don’t hesitate to connect with our experienced team.
Very few legal disputes ultimately end up being decided by a jury. Most of the time, attorneys are able to successfully negotiate some sort of resolution to the issue at hand while avoiding court. Employment law is unique, as the government directly involves itself in investigating certain kinds of allegations, which is a process that also rarely involves court. Don’t shy away from exploring your legal options because you’re anxious about navigating a protracted legal battle. Chances are good that you can avoid court altogether, provided that your interests can be served properly without placing your case in front of a jury.
Our firm is passionate about protecting the rights of hard-working people. There is no reason why you should have to navigate workplace mistreatment alone. Please consider connecting with our firm today so that we can help you to protect your rights. Remember – every consultation with our firm’s experienced Washington, D.C. employment litigation lawyer is confidential; we look forward to speaking with you.
We all know that sexual harassment in the workplace is illegal, but a common question asked of employment litigation lawyers in Washington, DC is, what constitutes sexual harassment? Can an employer be held liable for acts of sexual harassment committed by an employee? Do employers have an affirmative duty to prevent sexual harassment in the workplace? The aim of this article is to answer these and other commonly asked questions by providing a brief overview of Washington, DC sexual harassment in the workplace laws, however, this area of employment law can be quite complicated and any case-specific questions should be directed to a sexual harassment lawyer.
Sexual harassment (i.e. unwelcome physical or verbal conduct of a sexual nature) can include a wide variety of conduct including asking for sexual favors, sexual touching, and offensive language or posters. Such conduct is generally not illegal if the action(s) at issue was merely simple teasing, offhand comments, or isolated incidents that were not very serious. However, such harassment is generally deemed to be illegal when its frequency or severity creates a hostile or offensive work environment or results in an adverse employment decision. If you’re unsure of whether you can bring a sexual harassment claim against another person, talk to an experienced employment litigation lawyer in Washington, DC to help you determine your best course of action.
Additionally, It is important to note that sexual harassment in the workplace can occur between any two people (regardless of the sex of the victim or the harasser) and that the harasser can be the victim’s supervisor, a coworker, or even someone who is not employed by the same company (for example, a client or a customer).
There are two different types of workplace sexual harassment: quid pro quo harassment and hostile work environment harassment. Quid pro quo sexual harassment occurs in the workplace when a supervisor requires a subordinate of theirs to submit to sexual advances by threatening the subordinate with an adverse employment decision (for example, firing them or giving them an unfavorable review) if they fail to comply.
On the other hand, anyone (regardless of whether or not the victim is their subordinate) can engage in hostile work environment harassment by pestering their victim with sexual advances of such a frequency or severity that a hostile work environment is created.
It is important to note that employers can be held liable, under certain circumstances, for incidents of sexual harassment committed by their employees. This is because employers have an affirmative duty to take reasonable steps in order to prevent sexual harassment in the workplace and to promptly correct workplace sexual harassment if it does occur. Employers are also required to have and distribute a written harassment, discrimination, and retaliation prevention policy to its employees.
If you have significant employment issues you need to navigate, you might be wondering what to do next. Even though you may think the facts of the case are on your side, it is always better to work with an employment litigation lawyer. For example, you may want to partner with an employment litigation lawyer in Washington, D.C., such as an attorney from Eric Siegell Law. What are a few examples of issues that an employment litigation lawyer might be able to handle?
One of the most common issues that an employment litigation lawyer may handle is a workplace discrimination problem. Sometimes, people are discriminated against because of their gender. Other people might be discriminated against because of their sexual orientation. Some employees might also be discriminated against because of a disability. Workplace discrimination might not be intentional, but the effects can be the same. An employment litigation lawyer can take a look at the situation and make sure everyone’s rights are protected.
There might also be concerns related to worker benefits. For example, some companies may misappropriate employee retirement contributions. Other companies may have issues related to worker health insurance. There could even be situations where employees are being overworked or under page. It is important to partner with an employment litigation lawyer in Washington, D.C. who has experience navigating these challenging issues. A lawyer who has experience in this area has the tools necessary to guide participants through this process.
There are even situations where someone might be terminated wrongfully. It can be challenging to navigate an employment contract. An employment litigation lawyer can take a look at the reasons for firing and compare them to the wording of the contract. Anyone who has been fired should work with an employment litigation lawyer to make sure there isn’t a wrongful termination issue. It can be stressful to get fired from a job, and an attorney can advocate for your rights.
There are numerous issues that an employment litigation lawyer can handle. At the same time, there are lots of attorneys who are willing to assist you. Make sure you find the best employment litigation lawyer in Washington, D.C. to help you, such as a lawyer from Eric Siegell Law. You deserve to work with someone who will always put your rights first.
It is critically important to connect with an experienced Washington, D.C. employment litigation lawyer if and when your company has been named as a defendant in an employment-related litigation matter. However, it is also important to schedule a risk-free consultation with Eric Siegel Law to begin the process of reviewing your company’s employment practices and protocols. Why? Costly litigation can often be avoided when sound litigation-prevention strategies are actively utilized throughout a business’s operations.
Responding to litigation swiftly, efficiently, and effectively is undeniably important. However, it is just as important to make efforts proactively so that a company is exposed to fewer opportunities for contentious legal challenges to arise. As an employer, you are granted certain rights under the law. For example, you are largely insulated from civil liability in the event that one of your employees—who is eligible for workers’ compensation benefits—is hurt or made ill while engaging in work-related activities. However, as an employer, you are also obligated to act in certain ways towards your employees. By allowing the experienced Maryland legal team at Eric Siegel Law to clarify your rights and obligations under the law, you can make informed decisions about how to treat your workers. In allowing our firm to assist you in a proactive capacity, we can help to ensure that legitimate employment litigation is filed against your company only under the rarest of circumstances.
Some of the most effective approaches that the team at Eric Siegel Law employs when crafting litigation prevention strategies involve contract construction and review. When contracts are crafted well, there are fewer opportunities for either party to breach the terms of an agreement. Similarly, when contracts are crafted in informed, intelligent ways, there are fewer reasons for either party to file litigation against the other(s).
When you allow our Washington, D.C. employment litigation lawyer to help you craft the contracts that allow you to conduct business effectively, we will do our utmost to ensure that the contracts in question are sound, legally enforceable, and mitigate risk of litigation. Similarly, when you allow our team to review contract templates that you utilize regularly and/or existing contracts, we can help to ensure that your agreements are solid and mitigate litigation risk.
It is also worth noting that our Washington, D.C. employment litigation lawyer team takes great care to remain current in re: the ever-changing ins and outs of employment law. Not all lawyers handle both employment law matters and employment litigation challenges. Not all lawyers take care to keep abreast of all the case law, administrative, and legislative shifts in this area of law. We do. Therefore, our clients can feel confident that whether they are proactively trying to mitigate litigation risk, are filing litigation, or are responding to litigation that has been filed by others, their team is truly prepared and “ready to go” at all times.
Your Employer Ignores Abuse Complaints
If you are being harassed or abused at work, your first step is typically to report it to your supervisor and human resources department. Abuse may be anything from racial slurs to sexual harassment. It could include your team attacking you in meetings or being denied promotion because you won’t do something unethical. However, if you report this activity, and your company doesn’t immediately investigate and do something about it, you should seek an employment litigation lawyer in Washington, D.C. This is critical if you have submitted several complaints and are experiencing any kind of backlash.
Your employer’s job is to protect itself from all legal liability while producing a profit. Unfortunately, this activity may put you in danger, especially if you are signing documents that state that you cannot sue your employer. If your job is entry-level, you may not need an employment firm, such as Eric Siegell Law, but as you advance in your career, you should consider spending a little money on an employment litigation lawyer in Washington, D.C. to protect yourself.
Labor code violations are no laughing matter. They place you and your peers in danger. These laws are in place to protect the workers, not the company, but if companies do not spend the money to ensure these regulars are followed, they may face fines and other punishments.
It is your job to protect yourself and the other employees when you see a violation. At first, you may bring the matter up to human resources, but you should also immediately consult an employment lawyer. These individuals have resources that will allow them to look into the allegations and ensure that you are protected.
When you begin working for a company, you are promised specific benefits, such as health insurance, paid vacation time and personal leave pay. Upon termination, you may also be promised severance pay. However, if you are not given these benefits when they are due, you have a right to pursue legal action. You should speak with your employer first, but if the issue is not resolved, you may work with an employment firm, e.g., Eric Siegell Law.
An employment litigation lawyer in Washington, D.C. will help you determine the benefits you are promised in your contract and fight for you to receive them quickly.
Typically, your employer should have a justifiable reason to terminate your employment, move you to another department or reduce your wage. Even in states that have at-will employment laws, you should be given a reason for your termination. If you are terminated without just cause, you should seek legal counsel from an employment attorney.
Your job should be a place where you feel safe and valued. Unfortunately, this is not always the case, and sometimes, employers illegally mistreat and exploit employees. If you have been discriminated against or harassed at your job, you may be able to file a lawsuit with the help of an employment litigation lawyer in Washington, D.C. If you are currently considering filing a lawsuit here is a list of commonly asked questions you may find useful.
The majority of employees know that sexual harassment in the workplace is illegal, but many people don’t exactly know how to define it. Simply put, sexual harassment is any unwanted verbal or physical conduct of a sexual nature. This can include inappropriate touching as well as inappropriate language. Your employer has a legal and moral obligation to prevent sexual harassment, and if such harassment is brought to their attention, they have an obligation to launch a formal investigation and take appropriate action.
There are both state and federal laws prohibiting employers from discriminating against individuals based on their race, ethnicity, nationality, disability, gender, religion, age, and other immutable traits or characteristics. Some states have even made it illegal to discriminate against a person based on their sexual orientation. Discrimination can come in the form of denying promotions, ostracizing others, or other negative behaviors.
Yes, the Americans With Disabilities Act requires employers to make reasonable accommodations for individuals with disabilities, as long as those accommodations do not cause undue hardship to the employer. In other words, as long as your requests for accommodation are not irrational or absurdly expensive. Reasonable accommodation requests frequently include requests to make workspaces more accessible. If you have any questions, don’t hesitate to contact Eric Siegell Law to speak with an employment litigation lawyer in Washington, D.C.
Depending on the nature of your case, you may be entitled to compensation from your employer if you have been discriminated against, harassed, or retaliated against for exercising your rights. You may be entitled to compensation for your pain and suffering as well as any financial losses you have been forced to incur.
It is never a wise decision to take on your employer alone. If you manage to file suit against your employer, they will utilize all of their resources against you. This could result in an unfavorable outcome for you. By working with an attorney from Eric Siegell Law, you can equalize the playing field and gain access to years of legal experience.
Whether you are an employee who has been treated unfairly or you are an employer whose rights have been violated, the experienced employment lawyers of Eric Siegel Law are here to help. Our firm represents clients in a wide variety of employment law cases throughout Washington, DC. If you would like to discuss your case and legal options with a knowledgeable Washington, DC employment litigation lawyer committed to fighting for your rights, contact our office today.