Under the Americans with Disabilities Act of 1990, it is unlawful for an employer to treat any employee differently than others because of an illness or disability. This extends to the application and hiring process, pay, opportunities, promotions, benefits, disciplinary actions, termination and other employment-related factors. It also requires that the employer provide proper accommodations and equipment that will allow the employee to work comfortably and to his or her full potential.

It is illegal for employers or companies to treat employees differently based on their gender. As long as the individual is physically able to perform the task, the employer must give him or her the same consideration for responsibilities, promotions and career development. If he or she is being passed over for these opportunities or being treated negatively and differently as a result of gender, there are steps that can be taken to hold the employer accountable.

Age discrimination is common in the workplace, with frequent examples existing on both ends of the spectrum. A younger person may not receive a promotion he or she is qualified for and otherwise would have received. An older person may feel like he or she is being phased out with duties, territories and responsibilities being shifted to younger counterparts. If these circumstances are based on the age of the employee, discrimination is occurring.

Race and ethnicity must not factor into how an employer treats the employee. Our attorneys have the proper skills to identify instances where the discrimination has occurred and showing trends where that employer treated individuals of different ethnicity poorly because of their race.

Sexual harassment may be overt. A manager or employer may ask for sex or favors in exchange for advancement, benefits or even the employee’s job. This explicit type of harassment, or quid pro quo, is often the form that jumps to mind when one thinks of sexual harassment. Laws entitle employees to a workplace free of sexual advances or offensive behavior, where they can focus on their work and performing their jobs without suggestive jokes or advances. The law protects employees from a wide range of discriminatory behaviors and environments.

When a company goes down an unethical path as an organization, it becomes the responsibility of the employees to report the illegal behavior. Laws protect the employee for taking this step. It is illegal for a company to treat that employee negatively because he or she took action and reported the illegal activity. This can include anything from discrimination and mistreatment to demotion and termination.

When an injury occurs at the workplace, there are certain protections guaranteed to you by law. Filing a Workers Compensation claim may change aspects of your employment protection. Employers must abide by the laws set forth that may potentially preserve your job while you heal from your workplace injury.

If you are wrongfully terminated from your job for any of the reasons mentioned on our Employment Information Page, you may be in an entirely different legal situation than when you were employed. The damage suffered by an employer after termination may be greater than during employment.