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Facing discrimination at work? Discuss solutions with a discrimination lawyer

Employees may face several types of discrimination at work. Regardless of the type of discrimination, it can have a negative impact on a person’s professional or personal life. In the United States, federal law prohibits discrimination based on religion, nationality, race, sex, disability, pregnancy, sexual orientation, and genetic information. Whether it is an applicant or an employee, treating someone at work differently based on the above factors is considered workplace discrimination.

Scenarios that could be recognized as workplace discrimination

The legal aspects of workplace discrimination in Los Angeles (or any state) are categorized into different types. This type of categorization helps streamline the dispute process when it arises. Here in Los Angeles, California, state laws define unfair treatment, various types of harassment, and discriminatory practices in the workplace. Here is some:

  • Abusive employment conditions
  • Bias in the workplace
  • Unacceptable working conditions or behavior

Here are a few examples that might sound like your or an acquaintance’s mismatched experience that will be considered workplace discrimination.

  • Making offensive remarks about personal traits such as skin color, custom or nationality.
  • Cause interference in bad faith. Such actions could affect a colleague’s ability to perform their duties effectively.
  • Affirming or enforcing company rules and policies that are unfair and may negatively impact someone.
  • Retaliation for sexual harassment.

Experiencing such discrimination in your office is easily considered discrimination at work. You have the right to take legal action and pursue compensation or a responsible settlement. According to expert workplace discrimination lawyers in Los Angeles, you can even sue with a warning or by telling your employer.

Some details not to miss

As you may already know, it is of utmost importance not to ignore and carefully check every little detail of your case. These details may come in handy later in unexpected ways. So be sure to write as many details about the incident as possible. Here are some pointers that might help you:

  • Do not forget to specify the correct dates and times concerning the subject in question. Even the smallest inconsistency in your statements could result in your case being dismissed by a court.
  • Always mention the alleged party(ies) and their name(s) without error. Ensure that the chain of incidents fairly matches any evidence gathered on either side. It may be beneficial to ask witnesses to give their version of what they saw or heard. Always seek the help of a qualified attorney who specializes in workplace discrimination.
  • Look for evidence. Things like your employer’s response to reporting the incident, how the report was prepared (verbal/written), who it was reported to, email exchanges or other relevant documents, etc. . could be considered evidence for your case. Even the employee handbook might be helpful.

How can a lawyer help?

It is common for an ordinary person not to enter the details of documents such as employment contracts or insurance policies. These details could either help you or be used against you. That’s why it’s a good idea to hire a workplace discrimination lawyer to fight on your behalf and guide you through the process.

Complainants must prove a few things other than the incident to have a better chance of winning the case and being settled. While reviewing the actions of the alleged party and the incidents, your lawyer will also strive to prove a few factors such as how you deserve a candidate, achievements during your employment period, etc. It is also important to prove that the incidents in your case occurred solely because of your protected group status. The court and jury must also be convinced that you or no one deserves to be treated as such when you have worked with the utmost sincerity and integrity.