Defending Employees Against Discrimination
In 1964, the Civil Rights Act passed, prohibiting discrimination against individuals based on a range of characteristics. While the protections have extended into many aspects of Americans’ lives, employees like you have benefited most from Title VII of the law. This section outlaws discrimination in workplaces where 15 or more workers are employed.
Although this legislation was passed decades ago and is well-known, discrimination still occurs in businesses of various sizes and throughout industries in Wisconsin. I know this illegal practice affects workers today because I am an employment attorney who has defended many victims in your situation. For over a quarter of a century, I have counseled employees from privately held corporations, Fortune 500 companies, small businesses, municipalities and other enterprises.
Unlike other firms in Milwaukee metro, my practice’s emphasis is employment law. As such, I commit my focus to helping my clients receive payment for lost wages, emotional distress and other considerations.
Discrimination Disrupts Careers In Many Ways
While the impact of discrimination may be subtle, you know that the act can have long-term repercussions on your earning potential and career path. When an employer or supervisor commits these actions, these activities are considered illegal under Title VII:
- Refusing to hire
- Disciplining an employee
- Firing a worker
- Restricting training
- Denying a promotion
- Paying less or demoting
- Harassing an employee
According to federal law, it is unlawful to discriminate against employees based on factors relating to:
Throughout the course of my career, I have represented many individuals whose careers have suffered as a result of matters such as:
- Reverse discrimination
- Equal pay discrimination
- Racial discrimination
- Age discrimination
- Disability discrimination
- Family and Medical Leave Act (FMLA) discrimination
Whether your livelihood has been threatened by hiring practices that disproportionately favor one group over another or a demotion that occurs as a result of an FMLA violation, you should seek out a lawyer’s instruction in determining the best course of action to take.