Employment Discrimination
Federal and Ohio employment laws prohibit employment decisions based on any protected class, including race, sex, disability (real or perceived), age, national origin, religion, pregnancy, gender and color.
These employment laws prohibit discriminatory employment actions that are tangibly adverse to employees. Such adverse employment actions can include discipline, transfer, demotion, suspension or termination. Furthermore, federal and state laws prohibit disparate treatment of employees on the basis of their protected class. Minority employees, older employees or female employees may suffer more adverse conditions at work than coworkers outside of their protected class. They may be more regularly or harshly disciplined, less generously compensated, or less likely to be promoted, in violation of federal and state law.
Disabled employees have the right to work in accessible workplaces and have the right to request reasonable accommodations for their disabilities. Employers who discriminate against disabled employees, deny disabled employees reasonable accommodation, or retaliate against disabled employees for requesting accommodation do so in violation of federal and state law.
Pregnant employees have the right to avail themselves of any and all benefits of employment that their employers make available to their non-pregnant coworkers, in addition to special consideration and accommodation related to their pregnancy and maternity.
In today's workplace, employment discrimination is no less real, but has become more deeply concealed. That is to say, managers and supervisors are no longer likely to openly admit that an employment decision was motivated or informed by an employee's protected class. As a result, most employees who have been unlawfully discriminated against by their employers will not have all of the evidence of unlawful discrimination available to them initially after suffering an adverse employment action. In such cases an employment attorney will investigate the employer's action, often in conjunction with the U.S. Equal Employment Opportunity Commission or the Ohio Civil Rights Commission.
Employees who believe that their membership in a protected class may have motivated an adverse employment decision or other disparate treatment in the workplace should contact an employment discrimination attorney for to assess the value of their potential claims.
Click To Learn More About: Race Discrimination, Age Discrimination, Sex Discrimination, Disability Discrimination, Pregnancy Discrimination, National Origin Discrimination.
Click To Return To Ohio's Employment Attorney
Federal and Ohio employment laws prohibit employment decisions based on any protected class, including race, sex, disability (real or perceived), age, national origin, religion, pregnancy, gender and color.
These employment laws prohibit discriminatory employment actions that are tangibly adverse to employees. Such adverse employment actions can include discipline, transfer, demotion, suspension or termination. Furthermore, federal and state laws prohibit disparate treatment of employees on the basis of their protected class. Minority employees, older employees or female employees may suffer more adverse conditions at work than coworkers outside of their protected class. They may be more regularly or harshly disciplined, less generously compensated, or less likely to be promoted, in violation of federal and state law.
Disabled employees have the right to work in accessible workplaces and have the right to request reasonable accommodations for their disabilities. Employers who discriminate against disabled employees, deny disabled employees reasonable accommodation, or retaliate against disabled employees for requesting accommodation do so in violation of federal and state law.
Pregnant employees have the right to avail themselves of any and all benefits of employment that their employers make available to their non-pregnant coworkers, in addition to special consideration and accommodation related to their pregnancy and maternity.
In today's workplace, employment discrimination is no less real, but has become more deeply concealed. That is to say, managers and supervisors are no longer likely to openly admit that an employment decision was motivated or informed by an employee's protected class. As a result, most employees who have been unlawfully discriminated against by their employers will not have all of the evidence of unlawful discrimination available to them initially after suffering an adverse employment action. In such cases an employment attorney will investigate the employer's action, often in conjunction with the U.S. Equal Employment Opportunity Commission or the Ohio Civil Rights Commission.
Employees who believe that their membership in a protected class may have motivated an adverse employment decision or other disparate treatment in the workplace should contact an employment discrimination attorney for to assess the value of their potential claims.
Click To Learn More About: Race Discrimination, Age Discrimination, Sex Discrimination, Disability Discrimination, Pregnancy Discrimination, National Origin Discrimination.
Click To Return To Ohio's Employment Attorney
