We are experts in fighting discrimination at work. We have sued some of the biggest and most prestigious employers in the country for discriminating against workers like you. We know that discrimination is unfair and upsetting. We work to level the playing field. If you believe your employer punished, demoted, harassed, suspended, or terminated you because of a protected characteristic or because you reported unlawful conduct, you may have rights under federal law. Our firm represents employees and former employees who allege workplace retaliation, discrimination, and harassment, including claims involving disability, sex, age, race, national origin, and other protected categories.
Workplace retaliation can take many forms. Sometimes it happens after an employee requests an accommodation, reports sexual harassment, complains about discrimination, participates in an investigation, or objects to unlawful conduct. In other cases, discrimination appears in hiring, firing, discipline, pay, promotions, leave decisions, or the terms and conditions of employment. We help workers understand their rights, evaluate potential claims, and take action to protect their livelihood and reputation.
Discrimination Claims
Disability Discrimination
Federal law protects qualified employees from discrimination based on a physical or mental impairment, a record of impairment, or being regarded as having a disability. State and/or local law often provides greater protections. You may have been discriminated against if you experienced any of the following:
- Refusal to hire because of a disability
- Termination after disclosure of a medical condition
- Demotion or discipline tied to disability-related limitations
- Harassment based on actual or perceived disability
- Discrimination based on a history of illness or treatment
- Disparate treatment because an employer believes an employee is impaired
Failure to Provide Reasonable Accommodation
Employers may be required to provide reasonable accommodations to qualified employees with disabilities unless doing so would impose an undue hardship. Your employer may have broken the law if you experienced one or more of the following:
- Denial of modified schedule
- Refusal to approve leave-related accommodation
- Failure to accommodate work restriction
- Denial of remote work or transfer requests when reasonable
- Refusal to engage in the interactive process
- Retaliation for requesting an accommodation
Retaliation for Disability-Related Requests or Complaints
Employees may be protected when they request accommodations, complain about disability discrimination, or oppose unlawful treatment. Retaliation is illegal, and can include:
- Termination after requesting accommodation
- Write-ups or discipline after medical leave requests
- Reduction in hours after disclosing a disability
- Exclusion from meetings, duties, or advancement opportunities
- Retaliation for filing an internal complaint
- Retaliation for filing an agency charge or participating in an investigation
Sexual Harassment
Sexual harassment may violate federal law when it creates a hostile work environment or involves unwanted conduct tied to employment decisions. Sexual harassment includes, but is not limited to:
- Unwanted touching or physical conduct
- Sexual comments, jokes, or messages
- Repeated requests for dates or sexual attention
- Hostile work environment based on sex
- Harassment by supervisors, coworkers, or third parties
- Retaliation after reporting harassment
Quid Pro Quo Harassment
This type of claim may arise when job benefits or job security are conditioned on submission to sexual conduct, such as:
- Threatened termination for refusing advances
- Promises of promotion in exchange for sexual conduct
- Scheduling or assignment benefits tied to submission
- Favoritism affecting employment opportunities
- Punishment after rejecting advances
Sex Discrimination
Federal law prohibits discrimination because of sex, including adverse treatment in hiring, compensation, discipline, and promotion. You may have been discriminated against if you experienced any of the following:
- Unequal pay based on sex
- Denial of promotion opportunities
- Sex-based discipline or performance scrutiny
- Unequal job assignments
- Pregnancy-related discrimination
- Bias based on gender stereotypes
Pregnancy, Childbirth, and Related Medical Conditions
Workers may have legal protections when facing discrimination related to pregnancy, childbirth, recovery, or related conditions. Protections prevent:
- Termination after pregnancy disclosure
- Forced leave or unwanted job changes
- Refusal to accommodate pregnancy-related limitations
- Denial of return-to-work rights
- Retaliation for requesting pregnancy-related accommodations
- Harassment based on pregnancy or related conditions
Age Discrimination
Federal law protects workers aged 40 and older from discrimination because of age, including in the following instances:
- Pressure to retire
- Passing over qualified older employees for promotion
- Age-based comments or stereotypes
- Layoffs targeting older employees
- Hiring discrimination favoring younger applicants
Race and Color Discrimination
Federal law prohibits employers from treating employees differently because of race, skin color, or related characteristics, including:
- Discriminatory discipline
- Unequal pay or job assignments
- Racial harassment or slurs
- Failure to promote because of race
- Retaliation for opposing race discrimination
- Hostile work environment
Religious Discrimination and Accommodation
Employees may be protected from discrimination based on religion and may have rights to reasonable accommodation for religious practices. If you have experienced one or more of the following you may have been discriminated against by your employer:
- Refusal to accommodate scheduling needs
- Discrimination based on dress or grooming practices
- Harassment based on religious beliefs
- Unequal treatment in hiring or promotion
- Retaliation for requesting accommodation
Retaliation
Retaliation claims often arise when an employer takes adverse action because an employee engaged in protected activity, including:
- Reporting discrimination or harassment
- Participating in an internal investigation
- Filing a charge with a government agency
- Serving as a witness for a coworker
- Opposing unlawful employment practices
- Requesting accommodations or protected leave
Wrongful Termination Related to Protected Activity
An employee may have a claim when termination follows protected complaints, participation in investigations, or efforts to enforce workplace rights. Protected activity includes:
- Firing after reporting harassment
- Firing after requesting accommodation
- Firing after complaining about discrimination
- Firing after participating in an agency proceeding
- Pretextual termination after protected activity
Signs You May Have a Claim
You should consider speaking with an attorney if:
- You were fired, demoted, or disciplined shortly after reporting discrimination or harassment
- Your employer denied an accommodation without meaningful discussion
- You were treated differently after disclosing a medical condition
- Supervisors ignored your complaint and then retaliated against you
- You experienced repeated comments, slurs, or unwanted conduct tied to a protected trait
- Your employer gave shifting or inconsistent reasons for adverse action
- Younger, non-disabled, or otherwise similarly situated employees were treated more favorably
Speak With an Employment Lawyer
If you believe you were discriminated or retaliated against because of a disability, sexual harassment complaint, age, national origin, race, sex, pregnancy, religion, or other protected characteristic, contact us to discuss your situation. We know what to look for and how to look for it. Call us today at 215-278-4782 or email us at info@conwaylegalpa.com for a free consultation. You may be entitled to compensation.