Meet Our Workplace Discrimination Lawyers

Workplace discrimination can be a distressing experience, affecting both your professional and personal life. If you believe you are facing discrimination at work, taking the right steps to document and report the issue is essential. Here is a step-by-step guide to help you navigate the process:

Document the Discrimination

• Keep a detailed record of every discriminatory incident, including dates, times, locations, and individuals involved.
• Save emails, text messages, performance reviews, or any written communications that might serve as evidence.
• Identify potential witnesses who can corroborate your experience and make sure you have their contact information.

Report the Discrimination to HR

• Check your company’s policies on reporting workplace discrimination.
• File a formal complaint with the Human Resources (HR) department in writing.
• Request a written response from HR regarding the steps they will take to investigate the complaint.

Follow Up on Your Complaint

• If HR does not address the issue adequately, consider escalating your complaint within the organization.
• Keep copies of all correspondence related to your complaint.
• Make sure you are documenting your communications and keeping a log.

Understand Your Rights

• Review federal and state employment laws that protect employees from discrimination.
• Familiarize yourself with your company’s anti-discrimination policies.

Contact Morgan & Morgan

If your complaint is ignored or results in retaliation, it may be time to consult a workplace discrimination attorney at Morgan & Morgan.

An attorney can advise you on your legal options and whether you should file a claim with the EEOC.

The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing workplace discrimination laws. Here’s how the EEOC is involved in discrimination cases:

Filing a Complaint

Employees must first file a charge with the EEOC before pursuing a lawsuit. The charge can be filed online, by mail, or at a local EEOC office. There are strict deadlines—typically 180 days from the date of discrimination, though this may be extended in some cases.

EEOC Investigation Process

The EEOC reviews the claim and may request additional information. Employers are notified and given an opportunity to respond. The EEOC may conduct interviews, request documents, and assess whether the claim has merit.

Resolution Options

The EEOC may attempt mediation to resolve the dispute without litigation. If the EEOC finds evidence of discrimination, they may negotiate a settlement or file a lawsuit on the employee’s behalf. If the EEOC dismisses the claim, the employee receives a “right to sue” letter, allowing them to proceed with a private lawsuit.

Discrimination in the workplace can have devastating effects on employees’ morale, productivity, and emotional well-being. You should be judged by your work performance and not by where you were born, how old you are, or how you look. Discrimination is illegal in the US. If you are the victim of workplace discrimination, you could take action and pursue compensation, including awards for emotional distress, back pay, and other damages.

Discrimination laws are complex and, depending on your case, can involve local, state, and federal laws. A discrimination attorney at Morgan & Morgan can help you fight back and get the justice and compensation you deserve. Contact us now to find out for free how we could help you.

At Morgan & Morgan, our team of experienced employment and labor attorneys has successfully represented countless clients in similar situations. As the largest personal injury law firm in the country with over 1,000 lawyers nationwide, we have the resources, knowledge, and dedication to fight for your rights.

We work on a contingency fee basis, meaning you won’t have to pay unless we win your case. Morgan & Morgan believes justice should be accessible to all, so our motto is the Fee Is Free™—you only pay if we win.

We take pride in holding those who discriminate accountable for the harm they’ve caused. You shouldn’t have to endure the consequences of unfair treatment alone. Contact Morgan & Morgan today for a free case evaluation to explore your legal options.

No. Consultations at Morgan & Morgan are completely free. We believe everyone deserves access to legal advice, regardless of their financial situation.

Hiring one of our labor and employment lawyers is easy, and you can get started in minutes with a free case evaluation on our site or by phone.

When you hire Morgan & Morgan, you don’t just hire a lawyer, you hire the largest personal injury law firm in the country with an army of over 1,000 lawyers and offices in all 50 states and Washington, D.C.

Your case will be handled by a dedicated team of professionals, including lawyers, paralegals, and support staff. You will be assigned a care team that includes a primary attorney who will oversee your case and ensure you receive personalized attention throughout the process.

After your initial consultation, your care team will schedule regular meetings to discuss your case, provide updates, and prepare you for any upcoming proceedings. We are committed to maintaining open lines of communication and keeping you informed every step of the way.

These meetings can be handled in person, virtually, and by phone, depending on your case’s requirements and your ability to do so.

Morgan & Morgan’s labor and employment lawyers work on a contingency fee basis, meaning that there are no upfront fees or expenses until your case comes to a successful conclusion. That’s right—the Fee Is Free™, and you only pay if we win.

Our fee is typically a percentage of the settlement or verdict amount, ensuring we are motivated to achieve the best possible outcome for you.

Two major types of discrimination concerning race, color, and national origin are addressed and prohibited under employment law: Titles VI and VII of the Civil Rights Act of 1964. An employer may be in violation of the law(s) if they:

Fail or refuse to hire or discharge any individual, or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, or origin

Limit, segregate, or classify his employees (or applicants for employment) in any way that would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, or origin

Employers may also not publish notices or advertisements for employment indicating a preference or prohibition of a certain race or ethnicity.

Any company or organization receiving federal financial assistance from the Department of Health and Human Services may not, based on race, color, or origin:

• Deny or alter services or benefits provided to other employees
• Use methods of administration subjecting employees to discrimination
• Select a location that excludes or denies them benefits
• Deny an employee the opportunity to participate in an advisory or planning board, if the occasion arises

Under the Equal Pay Act of 1963, employers are prohibited from discriminating on the basis of an employee’s gender or sex in the payment of wages. It is illegal for employees of different sexes, with the same skills and experience, to be denied equal compensation for performing substantially equal work in the same establishment. However, sex discrimination is not limited to equal pay. Some other examples of gender or sex discrimination include:

• Hiring (e.g., an applicant, with excellent credentials and qualifications is denied employment on the basis of sex)
• Firing (e.g., a female employee is let go due to “cutbacks,” while a male employee with less seniority remains employed)
• Promotion (e.g., female employee who has been with a company for a long time is passed over for a promotion for a male with less experience)
• Job Classification (e.g., female employee denied right to a title that would typically be given to a man with the same responsibilities; compensation is often adjusted by job classification)
• Benefits (e.g, requiring female employees to use sick and vacation days for maternity leave, while offering long-term disability plans for male employees who sustain an injury)
• Training Opportunities (e.g., sending employees of only one sex for special training sessions that are developed to enhance job performance)

The Age Discrimination in Employment Act of 1967 protects employees over the age of 40 from discrimination in the workplace. Under the Act, employers are prohibited from:

Refusing to hire or discharging an employee due to their age

Offering different compensation, terms, or conditions of employment due to someone's age

Limiting, segregating, or classifying an employee in a way that would adversely affect their employment opportunities due to their age

Employers and employment agencies may not fail or refuse to refer an individual for employment on the basis of age.

Titles I and V of the Americans with Disabilities Act of 1990 and Section 504 of the Rehabilitation Act of 1973 prohibit employment discrimination of qualified individuals due to a disability. This applies to both private and government positions. Acts of discrimination based on disability may include:

• Denying an aid, benefit, or service that is provided to other employees
• Refusing to engage in the interactive process to discuss reasonable accommodations for an employee with a disability
• Providing different aids, benefits, or services unless necessary
• Denying the opportunity to participate as a member for a planning or advisory board
• Imposing eligibility criteria that screen out those with disabilities, unless vital to the execution of the position
• Administering programs, services, and activities that do not meet the needs of qualified individuals with disabilities

Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, firing, and other terms of employment based on a person’s religious affiliation or beliefs. Religion is broadly defined to include “moral or ethical beliefs about right are wrong that are sincerely held with the strength of traditional religious views.” The Act requires employers to accommodate the religious practices of an employee unless doing so would create an undue hardship for the company. The Act is intended to protect employees from intimidation, abusive ridicule, insults, or slurs and ensure a safe and non-hostile work environment.

 The Act prohibits harassment or other discrimination based on:

• Affiliation (affiliating with a particular religious group)
• Physical or Cultural Traits (e.g., accent, language, or dress related to the religion)
• Perception (the mere belief an employee or potential employee is a member of a particular religious group)
• Association (a relationship or connection with a person or organization of a particular religion)

To protect employees who want to file a lawsuit or complaint against their employer, state and federal labor laws prohibit employers from engaging in retaliatory behavior. If an employee files a lawsuit or complaint for racial discrimination in the workplace, employers are prohibited, by law, from terminating, demoting, harassing, refusing promotions, altering benefits, forcing an unpaid leave of absence, or changing job assignments in retaliation.

Employees who have filed a lawsuit or complaint concerning racial discrimination in the workplace and have experienced retaliation may be entitled to additional damages.

Under Title VII, victims of discrimination may be entitled to:

• Job reinstatement and promotion
• Wage recovery and other job-related losses
• Financial damages
• Injunctive relief (a company is forced to amend its policies for the purpose of stopping discrimination)
• Payment of lawyer fees

Before a lawsuit may be filed by the employee, a formal complaint must be registered with the U.S. Equal Employment Opportunity Commission (EEOC). The organization determines whether there can be an amicable solution between the employer and employee. If the case cannot be resolved, it may either launch a civil lawsuit on the employee’s behalf or give that power to the employee himself with a “right to sue” letter.

Charges must be filed within 300 days of the alleged discriminatory act, so do not hesitate to contact one of our employment discrimination attorneys.

To discuss your situation with a Morgan & Morgan discrimination attorney, fill out our free, no obligation consultation form.

Title IX is a federal civil rights law that makes it illegal for K-12 schools, colleges, universities, and other educational institutions to discriminate, harass, or retaliate on the basis of gender.

The law covers issues including:

• Access to higher education
• Equal opportunity in athletics
• Sexual harassment
• Education for parenting and pregnant students
• Employment issues (e.g, pay equity, pregnancy claims, tenure)
• Discrimination based on sexual orientation
• Retaliation for complaining about discrimination (e.g, harassment, pay decrease, demotion, termination)

Our attorneys represent students, teachers, professors, coaches, and other victims of Title IX violations. If you believe you may have a claim, contact us.

At Morgan & Morgan, our team of experienced employment attorneys has successfully represented countless clients in similar situations, securing millions in compensation. As the largest personal injury law firm in the country with over 1,000 lawyers nationwide, we have the resources, knowledge, and dedication to fight for your rights.

We work on a contingency fee basis, meaning you won’t have to pay unless we win your case. Morgan & Morgan believes justice should be accessible to all, so our motto is the Fee Is Free™—you only pay if we win.

We take pride in holding employers accountable when they violate workers’ rights. You shouldn’t have to face workplace discrimination, harassment, or wrongful termination alone. Contact Morgan & Morgan today for a free case evaluation to explore your legal options.

No. Consultations at Morgan & Morgan are completely free. We believe everyone deserves access to legal advice, regardless of their financial situation.

Hiring one of our workplace discrimination lawyers is easy, and you can get started in minutes with a free case evaluation on our site or by phone.

When you hire Morgan & Morgan, you don’t just hire a lawyer; you hire the largest personal injury law firm in the country with an army of over 1,000 lawyers and offices in all 50 states and Washington, D.C.

Your case will be handled by a dedicated team of professionals, including lawyers, paralegals, and support staff. You will be assigned a care team that includes a primary attorney who will oversee your case and ensure you receive personalized attention throughout the process.

After your initial consultation, your care team will schedule regular meetings to discuss your case, provide updates, and prepare you for any upcoming proceedings. We are committed to maintaining open lines of communication and keeping you informed every step of the way.

These meetings can be handled in person, virtually, and by phone, depending on your case’s requirements and your ability to do so.

Morgan & Morgan lawyers work on a contingency fee basis, meaning that there are no upfront fees or expenses until your case comes to a successful conclusion. That’s right—the Fee Is Free™, and you only pay if we win.

Our fee is typically a percentage of the settlement or verdict amount, or fees awarded on top by statute, ensuring we are motivated to achieve the best possible outcome for you.