Our dedicated team of Orange County discrimination lawyers at Aegis Law Firm is committed to fighting against all forms of discrimination in the workplace, ensuring that every individual is treated fairly and with respect.
If you have experienced discrimination in the workplace, we are here to provide you with the legal support and advocacy you need to seek justice. Call (949) 379-6250 or contact us online today to schedule a free consultation.
A discrimination lawyer can provide invaluable support and assistance to individuals who have experienced discrimination at work. Here is how an Orange County discrimination attorney can help:
A discrimination lawyer is well-versed in discrimination laws and regulations. They have a deep understanding of the legal framework surrounding discrimination and can help you navigate the complex claims process.
Based on the specifics of your case, an Orange County employment lawyer can advise you on your rights under the law and will outline the various legal options available to you. They will discuss potential courses of action, such as filing a complaint, initiating legal proceedings, or negotiating a settlement.
Discrimination lawyers have the resources and are skilled at gathering evidence, interviewing witnesses, and building a compelling case. They know what evidence is relevant and how to present it effectively.
In many cases, filing a complaint with the California Civil Rights Department (CRD) or federal Equal Employment Opportunity Commission (EEOC) is a necessary step. A discrimination lawyer will assist you in preparing and filing your complaint.
If appropriate, a discrimination lawyer can negotiate on your behalf with the opposing party or their legal representation. This may result in a settlement that provides you with compensation and/or other remedies without going to court, such as reinstatement or back pay.
If negotiations do not lead to a satisfactory resolution, a discrimination lawyer will represent you in court. They will present your case and argue on your behalf.
An attorney will advise you on protecting yourself against potential retaliation from your employer or the party responsible for the discrimination.
If a case does not have the desired outcome at trial, an Orange County discrimination attorney can guide you through the process of filing an appeal.
Dealing with discrimination can be emotionally taxing. A discrimination lawyer provides support and reassurance, helping you navigate the legal process with confidence.
By enlisting the services of a discrimination lawyer, you will have a dedicated advocate who will work tirelessly to protect your rights and seek justice on your behalf. They bring a wealth of legal knowledge and experience to your case, significantly increasing the likelihood of a favorable outcome.
If you believe you are currently experiencing discrimination in your workplace, contact an Orange County discrimination lawyer as soon as possible. They can provide guidance on how to handle the situation and what steps to take next. If you have documented instances of discrimination, such as written or recorded evidence, emails, or witness statements, gather this documentation for the attorney.
Alternatively, if you wish to report the discrimination to your employer or human resources department first, then contact a lawyer if the issue is not adequately addressed or resolved. However, no matter what point you are at with your discrimination complaint, it is never too late to speak to a lawyer. They can evaluate your circumstances and provide tailored advice.
Victims of discrimination may be entitled to various forms of compensation, depending on the specific circumstances of their case. Here are some common types of compensation recovered:
With an employment discrimination complaint, you have three years from the alleged act to report it to the California Civil Rights Department (CRD). In other cases, you only have one year. However, if you file a discrimination complaint with the Equal Employment Opportunity Commission (EEOC), you only have up to 300 days.
If you decide to pursue a lawsuit and have received a “right-to-sue” notice from the CRD, you have one year to file. In contrast, you have 90 days to file a lawsuit if your notice comes from the EEOC.
Discrimination refers to the unjust or prejudicial treatment of individuals or groups based on the following protected characteristics or attributes:
Discrimination is not only unjust, but it is also illegal. Various federal and state laws provide protections to ensure that all individuals are treated fairly and have equal access to opportunities and resources regardless of their background or characteristics.
Here are some common types of workplace discrimination:
Race discrimination in the workplace occurs when individuals are treated unfairly or unfavorably based on their race, ethnicity, nationality, or skin color. This form of discrimination can take various forms, such as:
Race discrimination creates a hostile work environment, perpetuates inequality, and denies individuals the opportunity to thrive based on their skills and qualifications. It not only harms the targeted individuals, but it also undermines the principles of diversity, equity, and inclusion that are essential for a healthy and productive work environment.
Age discrimination occurs when employees or potential employees are unfairly treated or disadvantaged based on their age. Older employees or potential employees may face hiring, promotions, or retention challenges due to stereotypes or assumptions about their abilities or productivity.
Ageism can manifest in subtle ways, such as exclusion from opportunities, or more overtly through derogatory remarks or unequal treatment.
Gender discrimination can manifest in a variety of ways, including disparities in pay, promotions, or opportunities for advancement based on gender. For instance, a qualified female employee might be passed over for a promotion in favor of a less qualified male colleague. Additionally, gender discrimination can also take the form of unequal pay for the same job or expectations or treatment due to societal stereotypes. This might involve assuming that certain roles or tasks are better suited for individuals of a particular gender.
When an employee or potential employee is treated unfairly or disadvantaged due to their pregnancy, childbirth, or related medical conditions, it is considered pregnancy discrimination. For example, being denied a job, promotions, facing adverse employment actions, or experiencing a hostile work environment. Additionally, employers may fail to provide reasonable accommodations for pregnancy-related needs, such as modified duties or time off for medical appointments.
Disability discrimination is unfair treatment or denial of equal opportunities due to a person’s disability. This can take many forms, from failing to provide reasonable accommodations for employees with disabilities to making assumptions about their capabilities based on their condition. For instance, not offering accessible facilities or technologies or assigning tasks that may be challenging without necessary accommodations constitutes discrimination.
When employees or potential employees are treated unfairly or disadvantaged because of their religious beliefs or practices, it is religious discrimination. From overt acts like refusing to accommodate religious practices to more subtle biases in hiring, promotions, or assignments, these discriminatory acts are not only ethically wrong but against the law. For example, an employee might be being discriminated against if they are denied time off for religious holidays or if they are subjected to derogatory comments about their faith.
Employers have a responsibility to provide reasonable accommodations for religious practices and to foster an inclusive environment where employees of all faiths can work free from prejudice.
Unjust treatment of individuals based on their sexual orientation, gender identity, or gender expression is against the law. This form of discrimination can manifest in various ways, from derogatory comments and jokes to more severe instances like denial of promotions, unequal pay, or even termination. LGBTQ+ individuals may face barriers to professional growth and inclusion due to prejudices or stereotypes.
This state law prohibits discrimination based on race, color, religion, sex, sexual orientation, gender identity, national origin, ancestry, disability, genetic information, marital status, and age (40 and above). It applies to employers with five or more employees.
This code addresses various aspects of employment, including provisions against discrimination, harassment, and retaliation. It also covers topics like equal pay, family and medical leave, and occupational safety.
This act provides eligible employees with job-protected leave for specific family and medical reasons, similar to the federal Family and Medical Leave Act (FMLA).
This is a federal law that prohibits discrimination based on race, color, religion, sex, and national origin. It applies to employers with 15 or more employees.
An amendment to the Civil Rights Act to prohibit discrimination based on pregnancy and/or childbirth.
This federal law protects individuals who are 40 years of age or older from employment discrimination based on age.
The ADA prohibits discrimination against individuals with disabilities and requires employers to provide reasonable accommodations to qualified employees with disabilities.
This federal law mandates that employers provide equal pay for equal work, regardless of gender.
GINA prohibits the use of genetic information in making employment decisions.
We are here to listen, understand your situation, and provide you with the guidance you need. To arrange a free consultation today, call (949) 379-6250 or fill out our online contact form.