Discrimination Litigation Attorneys in Washington, D.C.
What Do You Do When Facing Discrimination at Work in D.C. & Chicago, IL
Sometimes, we have a bad day at work. Someone says something that is unfair, sexist, or racist. These things happen. However, if you continually face discrimination on the job and you have notified human resources (HR) and your manager of the situation and nothing changes, then it’s time to speak to an attorney.
At Clark Law Group, we know employment discrimination law. We understand what is and what is not discrimination and the steps to take to hold employers accountable.
Types of Discrimination
Discrimination is illegal, and it can take many forms. Discrimination can mean that you do not get the job, you are fired, you are not promoted or trained, or you are denied a raise or benefit because you are in a protected class.
An employer cannot discriminate against you in any way because of your:
- Sexual orientation
- Sex, gender, or gender identity
- Race, creed, national origin, or religion
- Age (often cited as “failure to keep up” with technology or culture)
- Disability, as an employer must make reasonable accommodations
- Veteran, marital, or FMLA status
It is also illegal for an employer to discriminate against you because you made a complaint about illegal activity, like discrimination, unpaid wages, misclassification, or workplace safety violations.
Various federal, state, and local laws govern what types of discrimination are illegal. For example, Title VII makes it illegal for an employer to enforce employees to conform to stereotypical or “appropriate” roles or behaviors based on the employee’s sex, sexual orientation, race, or religion. Title VII applies to employers that have more than 15 employees. Smaller employers are held to local laws, which can be just as powerful.
What the Law Entitles Victims To
If you have been the victim of workplace discrimination, you may be entitled to your lost wages and compensation for the emotional trauma and pain you endured, in addition to court costs and your attorney fees. In some cases where the discrimination was egregious, victims can also receive punitive damages from their employer or be instated to a position if they were denied the position because of discrimination. If you are being discriminated against, be sure to save all evidence of the discrimination. Document every instance of discrimination with what was done or said by whom, when it happened, and who witnessed it. Company policy and handbooks are also often helpful.
LINCOLN-ODUMU V. MEDICAL FACULTY ASSOCS.
2016 U.S. Dist. LEXIS 88659 (D.D.C. July 8, 2016) Holding that the D.C. Wage Payment Collection Law protects employees of DC employer who are dispatched outside of DC to telework from home.
JAFARI V. OLD DOMINION TRANSIT MANAGEMENT CO.
462 Fed.Appx. 385 (4th Cir. 2012) Holding that an employee’s intracompany complaint may constitute protected activity within meaning of FLSA’s anti-retaliation provision.
FRANCOIS V. OFFICE OF THE STATE SUPERINTENDENT OF EDUCATION
1601-0007-18 (D.C. Office of Employee Appeals, July 18, 2019) Denying OSSE’s petition to review the AJ’s ruling that OSSE did not have requisite cause to remove the complainant employee from her employment.
CONGRESS V. DISTRICT OF COLUMBIA
324 F.Supp.3d 164 (D.D.C. 2018) Holding that employee stated claims of disability discrimination and retaliation.
CHURCHILL V. PRINCE GEORGE’S CTY. PUB. SCH.
No. PWG-17-980, 2017 U.S. Dist. LEXIS 197713 (D. Md. Dec. 1, 2017) Holding that the employee stated a claim of sexual orientation discrimination, sex stereotyping discrimination, and retaliation.