Employee Discrimination and Harassment

If you believe that you are a victim of unlawful discrimination, you should call Paul N Jones, who practices before the EEOC. Our attorney can represent you at every stage of the EEO process, from pre-complaint counseling, formal EEO complaint, alternative dispute resolution, settlement, and hearing to final appeal.

Antidiscrimination Laws

Various anti-discrimination laws protect you in the workplace. No matter your state, Title VII of the Civil Rights Act of 1964 applies to everyone nationwide. This federal statute makes it illegal for employers to discriminate against employees based on race, religion, color, sex, or national origin.

Other federal laws that protect employees include:

• The Equal Pay Act
• The Age Discrimination in Employment Act
• The Americans with Disabilities Act
• The Pregnancy Discrimination Act
• The Civil Rights Act of 1991
• The Rehabilitation Act of 1973
• The Genetic Information Nondiscrimination Act

Each of these federal acts protects a different group of people in the workplace. Together, they work to ensure all individuals are protected against discrimination, whether that discrimination comes in the form of being fired prematurely, being paid unequal wages, or not getting hired in the first place. Other state and local laws have also been implemented nationwide to avoid further employment discrimination.

Some Types of Discrimination in the Workplace Include:

Age discrimination

It’s illegal to discriminate against employees who are 40 or older.

Race discrimination

It’s illegal to treat an employee unfavorably because of their race or color. This includes harassment, such as using racial slurs or making inappropriate jokes.

Gender inequality

It’s illegal to give one gender preferential treatment over another, such as more money or other benefits.

Religious discrimination

It’s illegal to treat an employee differently because of their religious beliefs. Employers must make reasonable accommodations for employees who need time or space to observe their religious practices.

Sexual harassment

It’s illegal to engage in unwanted sexual behavior that makes someone feel intimidated, humiliated, or offended.

Wrongful termination

It’s illegal to fire employees because they are a protected class member or engaged in a protected activity.

National origin discrimination

It’s illegal to discriminate against an employee based on their national origin. This includes harassment and a hostile work environment based on national origin.

At our law firm, we understand the urgency and significance of employment discrimination and retaliation cases. Paul N Jones is here to guide you through the process and ensure that your rights are safeguarded. If you have experienced adverse employment actions or harassment, don’t hesitate to contact us.

Initiating an EEO Claim

As with most aspects of the federal employment system, the deadlines surrounding the EEO complaint process are tight and unforgiving. Discrimination complaints must generally be filed with the agency’s EEO office for counseling within 45 calendar days of the discriminatory action.

The counseling process generally must be completed within 30-90 days of filing. At that point, if the matter has not been resolved, the employee must be given notice of the right to file a formal complaint, after which s/he has only 15 calendar days to file the formal complaint.

After the formal complaint is filed, the agency will decide whether to dismiss the complaint or conduct a formal investigation into the allegation of discrimination.

These investigations, typically performed by outside contractors, must be completed within 180 days of filing the complaint. The investigator will file a Report of Investigation (ROI) with the agency and provide a copy to the employee.

At that point, the employee has 30 calendar days to request either a Final Agency Decision (FAD) or a formal hearing at the EEOC. If the employee does not receive the ROI within 180 days of filing the complaint, s/he may request a hearing from the EEOC. These deadlines cannot be extended.

At our law firm, we understand the urgency and significance of employment discrimination and retaliation cases. Paul N Jones is here to guide you through the process and safeguard your rights. If you have experienced adverse employment actions or harassment, don’t hesitate to contact us.

Contact Paul N Jones Law Firm Today

If you believe you are a victim of unlawful discrimination, Call Paul N Jones, who can represent you at every stage of the EEO process, from pre-complaint counseling, formal EEO complaint, alternative dispute resolution, settlement, and hearing through to final appeal.