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Employment Litigation Lawyer Washington, D.C.

At Eric Siegel Law, we are dedicated to representing clients in the heart of Washington, D.C., specializing in employment litigation. Our team possesses a profound understanding of the complexities surrounding employment law, making us adept at navigating the intricate legal landscape. Whether it’s a case of wrongful termination, discrimination, harassment, or wage and hour disputes, we are committed to providing our clients with the highest level of legal representation. Our approach is personalized and strategic, ensuring that every client’s unique situation is addressed with the utmost care and professionalism.


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Types of Employment Litigation

In the complex world of employment law, disputes between employees and employers can escalate into legal battles that necessitate professional intervention. As specialists in this field, Eric Siegel Law understands the myriad forms of employment litigation that can arise. Based in the heart of Washington, D.C., our firm is adept at navigating the nuances of these legal challenges, ensuring our clients receive the representation they need to secure a favorable outcome.

Discrimination Cases

One of the most common types of employment litigation involves discrimination. Discrimination in the workplace can be based on various factors, including age, sex, race, religion, disability, and more. These cases often require a nuanced understanding of both federal and state laws to effectively advocate for the rights of the aggrieved party. At Eric Siegel Law, we work diligently to ensure that our clients’ voices are heard, championing their rights and seeking justice for the wrongs they have endured.

Wrongful Termination

Wrongful termination cases are another prevalent form of employment litigation. These situations arise when an employee is dismissed from their position for unlawful reasons, which may include retaliation, discrimination, or violation of employment contracts. We at Eric Siegel Law understand the profound impact such an event can have on an individual’s career and personal life. Our commitment is to meticulously examine the circumstances surrounding each case, leveraging our legal expertise to restore our clients’ professional standing and secure appropriate compensation.

Wage and Hour Disputes

Wage and hour disputes constitute a significant portion of employment litigation. These cases involve disagreements over unpaid overtime, minimum wage violations, and misclassification of employees as independent contractors. Navigating these disputes requires a detailed understanding of the Fair Labor Standards Act (FLSA) and other relevant laws. Our team at Eric Siegel Law is experienced in resolving such disputes, ensuring our clients are fairly compensated for their work.

Harassment in the Workplace

Harassment, particularly sexual harassment, is a grave issue that plagues many workplaces. These cases not only affect the victim’s mental and emotional well-being but also their ability to perform their job effectively. Our approach at Eric Siegel Law involves a sensitive yet assertive handling of harassment claims, advocating for a workplace environment that respects the dignity and rights of all employees.

Retaliation Claims

Retaliation claims arise when an employer takes adverse action against an employee for engaging in legally protected activity, such as filing a complaint or participating in an investigation. These cases are particularly challenging, as they require proving a direct link between the employee’s action and the employer’s retaliatory behavior. At Eric Siegel Law, we stand firm in our commitment to protect our clients from such unjust treatment, employing our extensive legal knowledge to build a robust case on their behalf.

Washington DC Employment Litigation Law Infographic

Types Of Employment Litigation Infographic

Washington DC Anti-Discrimination Law

In the heart of the nation’s capital, the fight against workplace discrimination is bolstered by some of the most comprehensive anti-discrimination laws in the United States. At Eric Siegel Law, we specialize in navigating these complex regulations to protect the rights of our clients. Washington, DC’s anti-discrimination law extends beyond federal protections, offering a robust shield against unfair treatment based on a wide array of characteristics.

Broad Protections Under DC Law

Washington, DC’s anti-discrimination statutes are designed to ensure that all employees have a fair and equitable working environment, free from bias and prejudice. These laws cover discrimination based on race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, disability, matriculation, or political affiliation. As Employment Litigation Lawyers in Washington, D.C., we at Eric Siegel Law are deeply familiar with these protections and are adept at leveraging them to defend the rights of those subjected to discriminatory practices in the workplace.

Proactive Measures Against Discrimination

The District’s commitment to anti-discrimination extends to the requirement for employers to take proactive measures in preventing and addressing complaints of discrimination. This includes the implementation of policies and training programs aimed at fostering an inclusive workplace culture. Our role at Eric Siegel Law often involves advising organizations on compliance with these requirements, as well as representing individuals who have fallen victim to discrimination despite such measures.

The Role of the DC Office of Human Rights

The DC Office of Human Rights (OHR) plays a pivotal role in enforcing the city’s anti-discrimination laws. It provides a forum for individuals to file complaints and seek resolution in cases of alleged discrimination. Our expertise includes guiding clients through the process of filing a complaint with the OHR, representing them throughout the investigation, and, if necessary, litigating their case to ensure justice is served.

Navigating Complex Legal Waters

The intricacies of Washington, DC’s anti-discrimination laws can be daunting for both employees and employers alike. The broad spectrum of protected characteristics and the proactive obligations placed on employers create a complex legal landscape. Our team at Eric Siegel Law is equipped with the knowledge and experience to navigate these waters, providing clear, strategic advice and representation to our clients.

Sexual Harassment in the Workplace

Sexual harassment in the workplace remains a pervasive issue, affecting countless individuals and undermining the integrity of professional environments. At Eric Siegel Law, we are deeply committed to combating this form of misconduct. As experienced Employment Litigation Lawyers in Washington, D.C., we understand the profound impact that sexual harassment can have on victims, both emotionally and professionally. This understanding drives our dedication to providing robust legal support to those affected, ensuring they are not alone in their fight for justice.

Types of Sexual Harassment

Sexual harassment can manifest in various forms, ranging from verbal comments to physical actions. It generally falls into two main categories: quid pro quo and hostile work environment. Quid pro quo harassment occurs when a job benefit, such as a promotion or raise, is directly tied to the acceptance of sexual advances or conduct. Conversely, a hostile work environment is created by unwelcome sexual conduct that is so severe or pervasive that it alters the conditions of employment and creates an abusive working atmosphere. Recognizing these distinctions is crucial in identifying and addressing sexual harassment in the workplace.

Legal Protections Against Sexual Harassment

Federal and local laws provide strong protections against sexual harassment. Title VII of the Civil Rights Act of 1964, for example, prohibits sexual harassment as a form of sex discrimination in the workplace. In Washington, D.C., additional local laws further safeguard employees from sexual harassment, offering broader protections than federal legislation. Understanding these legal frameworks is essential in holding perpetrators accountable and securing justice for victims. At Eric Siegel Law, we are well-versed in these laws, ensuring that our clients’ claims are articulated with precision and authority.

The Role of Employers in Preventing Sexual Harassment

Employers have a legal and moral obligation to create a safe working environment, free from sexual harassment. This includes implementing effective anti-harassment policies, providing training to employees, and establishing clear procedures for reporting and addressing complaints. When employers fail to fulfill these obligations, they can be held liable for the harassment that occurs under their watch. Our team advises individuals on their rights and works with them to navigate the complexities of holding employers accountable for their role in enabling or neglecting sexual harassment.

Recognizing Employment Discrimination

Employment discrimination can manifest in various forms, subtly or overtly affecting your career opportunities, work environment, and overall well-being. Recognizing these injustices is the first step toward seeking redress. At Eric Siegel Law, as seasoned Employment Litigation Lawyers in Washington, D.C., we understand the nuances of employment discrimination and are committed to guiding our clients through the process of addressing and rectifying such wrongs.

Immediate Steps to Take After Facing Discrimination

Upon encountering discrimination in the workplace, taking swift and decisive action is crucial. Here are the steps we recommend:

Filing a Complaint with the Equal Employment Opportunity Commission (EEOC)

Before taking legal action, you may need to file a charge of discrimination with the EEOC or a similar state agency. This is a critical step, as it is a prerequisite for pursuing most types of employment discrimination lawsuits. Here’s a brief overview of the process:

Should the EEOC investigation conclude in your favor, you may be given a “Notice of Right to Sue,” which allows you to file a lawsuit in court. This is where having an experienced Employment Litigation Lawyer from Eric Siegel Law becomes invaluable. We can assist you in preparing your case, representing you in negotiations or court proceedings, and advocating for your rights and interests throughout the legal process.

Washington, DC Employment Litigation Law Statistics

The U.S. Equal Employment Opportunity Commission has created a table “that reflects EEOC enforcement suits filed and resolved in the federal district courts over the past ten years. The table divides the suits by the various statutes enforced by the EEOC and provides aggregate data on monetary relief obtained.”

Employment Litigation FAQs

What qualifies as employment discrimination in Washington, D.C.?

In Washington, D.C., employment discrimination occurs when an employer makes job-related decisions such as hiring, firing, promoting, or setting the terms and conditions of employment based on protected characteristics. These characteristics include, but are not limited to, race, color, religion, national origin, sex, age (40 and over), marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, disability, matriculation, political affiliation, or genetic information. Discrimination can manifest in various forms, from direct actions against an employee to policies that disproportionately affect employees of a certain group.

Can I file an employment discrimination claim in Washington, D.C. without going through the EEOC?

Yes, in Washington, D.C., you have the option to file an employment discrimination claim directly with the D.C. Office of Human Rights (OHR), bypassing the federal EEOC process. This local option may be preferred by some employees as it is specifically designed to address violations under the D.C. Human Rights Act, which provides broad protections. However, consulting with an experienced employment litigation lawyer can help you determine the best course of action based on the specifics of your case.

How long do I have to file an employment discrimination lawsuit in Washington, D.C.?

The timeframe for filing an employment discrimination lawsuit in Washington, D.C., depends on the route you choose for filing your claim. If filing with the D.C. Office of Human Rights (OHR), you generally have one year from the date of the discriminatory act to file a complaint. If you opt to file a charge with the EEOC, the deadline is typically 180 days, which can be extended to 300 days if there is a corresponding state or local law. These deadlines underscore the importance of consulting with an attorney promptly after experiencing discrimination.

What remedies are available if I win my employment discrimination case in Washington, D.C.?

If you prevail in your employment discrimination case in Washington, D.C., several remedies may be available to you. These can include, but are not limited to, reinstatement to your job if you were terminated, back pay for lost wages, compensation for emotional distress, payment of legal fees, and possibly punitive damages if the employer’s actions were particularly egregious. The specific remedies awarded will depend on the details of your case and the extent of the discrimination you faced.

Is mediation an option for resolving employment disputes in Washington, D.C.?

Yes, mediation is often an option for resolving employment disputes in Washington, D.C., and can be a beneficial alternative to litigation. Mediation allows both parties to discuss their issues in a confidential setting with the goal of reaching a mutually acceptable agreement. The D.C. Office of Human Rights (OHR) and the EEOC both offer mediation programs at no cost. Opting for mediation does not waive your right to pursue litigation if a satisfactory agreement is not reached, and consulting with an employment litigation lawyer can help you navigate this process effectively.

Washington D.C. Employment Litigation Lawyer For Unpaid Hours

Employers in Washington, D.C., are required to follow the district’s and federal guidelines for minimum wage, breaks, and overtime, according to the D.C. Wage Payment and Collection Law. These statutes govern how much an employer pays you and for what time an employer pays you. It addresses resolution for issues that may arise in the workplace, like unpaid wages, payment for being sent home early, employee misclassification, and bonuses or tips.

If your paycheck is short or you haven’t been paid properly, and your employer refuses to fix it, you should speak with a Washington, D.C., employment litigation lawyer from Eric Siegel Law. We offer a free consultation—call today.

What Is The D.C. Wage Payment And Collection Law?

This law pertains to all employers employing at least one other person in the District of Columbia. Employees are defined by this law as being any person permitted to work by an employer, except certain persons in bona fide administrative, executive, or professional capacities. Certain workers employed by the federal government, D.C. government, or railways are also exempt.

According to the law, employers must follow certain rules for paying employees, including:

It also addresses how unused vacation or paid time off may or must be paid to employees. If you aren’t getting regularly paid or see a paycheck delay, talk to a lawyer.

The D.C. Wage Theft Prevention Act Amendment – How It Affects You

This amendment to the D.C. Wage Payment and Collection Law revised the division of wages; now, it broadly covers all monetary compensation owed (after lawful deductions) to an employee, whether the amount owed is based on commission, tasks completed, time worked, or another basis for calculation. It explicitly covers bonus pay, fringe cash benefits, commissions, overtime, and any other promised compensation.

The amendment also addresses penalties for employers engaging in retaliation against employees who make a complaint about wage payment violations. It establishes the presumption of retaliation for any adverse action taken by the employer against the complainant within 90 days of the complaint.  The burden of proving that the action taken was permissible is on the employer, not the employee.

How The D.C. Wage Transparency Act Affects You

Another law that could impact your legal options is the 2015 Wage Transparency Act. This Act prohibits employers from enacting workplace policies that forbid employees from discussing their wages, salaries, and other pay with one another. Employers may not take adverse action against employees exercising their rights under this act.

Retain A Seasoned Washington, D.C. Employment Litigation Lawyer

The legal team at Eric Siegel Law is ready to fight against unscrupulous employers who are not paying their employees the fair wages they earned. You can complete our online form or call our offices to learn more about how we can help you stand up for your rights and make your voice heard

Eric Siegel Law DC Employment Litigation Lawyer

Seeking Justice with Eric Siegel Law

If you or someone you know is facing sexual harassment in the workplace, reaching out for legal assistance is a critical step toward stopping the abuse and seeking justice. At Eric Siegel Law, we provide compassionate yet assertive representation, working tirelessly to ensure that our clients’ voices are heard and their rights are protected. Our approach includes a comprehensive evaluation of your case, guidance on documenting incidents of harassment, and strategic advocacy aimed at achieving the best possible outcomes.

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“Attorney Eric Siegel is a very professional, committed, and attention to detail attorney. He will keep in touch at all times and make himself available. He gave me the right advice on how to handle my case and I appreciate this lawyer and I recommend him to anyone.”
Jimmy Malaver
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“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.
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