It can be disheartening to feel like your workplace environment is hostile or uncomfortable because of discriminatory behavior by your employer. Although work isn’t always enjoyable, you should never feel as though you’re being mistreated solely because of your age, gender, race, or another uncontrollable factor.
Employers have an obligation to treat employees equally. When they don’t, they’re breaking the law and can be held accountable. As an employee, it’s up to you to speak up about the discrimination you experience if you hope to stop the cycle of prejudice. If you don’t speak up about your employer’s behavior, they may continue to get away with it and treat other employees just as bad.
You may be unsure how to hold your employer accountable for their actions, but a federal employment discrimination lawyer from Snider & Associates, LLC can guide you through the claims process.
Identifying Employment Discrimination at Work
Employment discrimination at work isn’t always easy to identify. Employers often disguise their discriminatory behavior with justified reasons for why they refuse to hire an employee with a disability, terminate a pregnant employee, or withhold a bonus from a Muslim employee.
Although employers don’t have to give reasons for why they perform these acts, it can often be inferred that discrimination is taking place. Witnesses can testify when you file a discrimination claim and you can use situational evidence to prove your case.
How the Law Protects Employees Against Workplace Discrimination
Title VII of the Civil Rights Act of 1964 outlaws discrimination in the workplace based on gender, age, national origin, color, and religion. There are also various federal acts that outlaw discrimination based on genetic makeup, disability, and pregnancy status.
Whether you’ve been denied a job, fired from a job, harassed at work, retaliated against, or denied specific rights at work solely based on an uncontrollable part of your identity, you can use the law to support your claim and seek a remedy.
The Federal Employment Discrimination Claims Process
The Equal Employment Opportunity Commission (EEOC) enforces federal antidiscrimination laws. As a federal employee, you must reach out to your federal agency’s EEO counselor when you believe discrimination has taken place. Your EEO counselor may suggest EEO counseling or an Alternative Dispute Resolution program to resolve the issue.
If mediation can’t resolve your issue, your EEO counselor will give you details on how to officially file your claim. Initially, your agency will review your discrimination claim to determine whether there’s probable cause for discrimination. If necessary, your claim may be escalated to an EEOC administrative judge for review.
If you don’t receive a remedy from your federal agency or from the EEOC, you can request a Notice for a Right to Sue and file a private lawsuit against your employer.
Contact a Federal Employment Discrimination Attorney
Because discrimination claims can become complex, it can be beneficial to discuss your case with a knowledgeable federal employment discrimination lawyer from Snider & Associates, LLC. To schedule a consultation with a member of our team, call 410-653-9060 or fill out the contact form below.
