Our DC Discrimination Lawyers Office
Compassionate Employment Discrimination Lawyers in Washington, DC
Outten & Golden LLP is nationally recognized for our innovative and successful approach to employment law. We pride ourselves on our record of protecting and promoting employees’ rights, and our DC employment discrimination lawyers have had great success in providing clients with compassionate and effective legal advocacy.
What Constitutes Workplace Discrimination in DC, Maryland and Virginia?
Discrimination in the workplace occurs when one employee is singled out and treated differently than other employees. A number of federal laws, including Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and others, prohibit employment discrimination based on race, color, religion, national origin, sex, disability, genetic information, pregnancy, age, immigration or citizenship status, and wage disparity. The DC Human Rights Law is one of the most comprehensive in the nation, adding protections based on marital status, sexual orientation, gender identity, and many more. Maryland and Virginia state statutes also add protections beyond that of federal law.
What Types of Employment Discrimination Cases Do We Handle?
The DC discrimination lawyers at Outten & Golden LLP represent employees who have suffered discrimination in the workplace. In addition, our attorneys are at the forefront of pushing for greater protections under existing law and the creation of new laws to provide protections.
Our DC Discrimination attorneys have extensive experience across all workplace discrimination practice areas, including:
Employees over the age of 40 are protected from being treated differently than other employees because of age.
• Background Checks, Credit History & Criminal Record.
The use of screening devices, such as background checks, that cause a disparate impact based on race or ethnicity, is prohibited.
• Big Data.
Employers’ use of social media and online recruiting can lead to discrimination in hiring and promotion decisions.
Federal and many state laws prevent employer discrimination based on breastfeeding and may require reasonable breastfeeding accommodations be given to mothers.
• Immigration Status.
Federal law provides protection from discrimination for those with immigration or citizenship statuses under the Deferred Action for Childhood Arrivals (DACA), Temporary Protected Status (TPS), and others.
• Defamation, Libel & Slander.
Where false statements of fact harm an employee’s reputation or ability to find future employment, some state laws allow for defamation actions.
• Disability & Reasonable Accommodation.
Federal and state laws recognize two forms of disability discrimination: disparate treatment and failure to accommodate.
• Family Responsibilities.
Federal and some state laws may provide employees with the right to take leaves of absence to care for their families, and/or make it illegal to stereotype on the basis of gender with respect to family and/or care-giving responsibilities.
• Gender Identity & Gender Expression.
Federal and DC law prohibit discrimination based on gender identity and gender expression.
• Glass Ceiling.
“Glass ceiling” discrimination refers to the invisible barriers that prevent women and minorities from ascending to higher positions in companies, because of their race or gender.
• Hiring & Testing.
Employers may not base hiring on tests and criteria that negatively impact a particular group of employees (such as women or people of color).
• HIV Status.
Discrimination based on HIV-positive status is illegal under federal law.
• Hostile Work Environment.
Discrimination that is severe or pervasive enough to create a hostile work environment is prohibited.
Federal and DC law prohibit workplace discrimination and harassment against individuals who are, or are perceived as, lesbian, gay, bisexual, transgender or queer.
• Marital Status.
An employee who is treated worse than others because of marital status—whether single, married, divorced or widowed—may be able to seek legal remedies.
• National Origin.
Illegal national origin discrimination means treating an applicant or employee unfavorably because that employee is from a particular country or because of ethnicity or an accent.
• Pay Disparity.
Wage discrimination can come in many forms and our DC discrimination lawyers are committed to ensuring that companies pay all their corkers equally for equal work.
Pregnancy discrimination is a type of gender discrimination; an employer is prohibited from firing, refusing to hire, or taking other adverse action against the employee or job candidate based on pregnancy.
Employers are prohibited from discriminating against employees because of their race, ethnicity, color, or national origin.
Federal and state law protects employees from discrimination based on religion, which also includes spiritual and other religious beliefs not associated with an organized church, and those who identify as atheist or agnostic.
Federal and state law prohibits employers from retaliating against employees for reporting or complaining about their employers’ unlawful conduct or securities fraud.
Common methods of sex discrimination include bias in compensation, promotion, and account assignments, and victims may also face illegal retaliation for complaints.
• Sexual Harassment/Quid Pro Quo.
Sexual harassment is a form of gender discrimination and is prohibited by federal law as well as many state and local statutes.
• Sexual Orientation.
Some states and DC explicitly prohibit discrimination based on sexual orientation; in addition, multiple federal courts have held that federal law prohibits it as well.
Federal law prohibits same-sex sexual harassment based on gender stereotypes and may also provide protections based on a person’s gender identity and gender expression.
Frequently Asked Questions
What type of lawyer handles discrimination cases?
If you are facing discriminatory actions by your employer, an employment discrimination lawyer can help. The experienced DC employment lawyers at Outten & Golden LLP can determine violations of federal, state and local anti-discrimination laws, help you navigate the internal complaint and EEOC process, and pursue legal action to protect your rights and interests.
Can you sue your employer for discrimination at work?
Yes. Depending on the circumstances of your case and the severity and pervasiveness of the employer’s conduct, you may be entitled to many forms of compensation, including lost wages and benefits, cease and desist orders, hiring or reinstatement, damages for emotional distress, and even punitive damages.
How long can you wait to file a discrimination lawsuit?
In general, you have 180 days from the date of the discrimination to file an EEOC claim. If you’re a federal employee, you may have only 45 days. The time you have to file a lawsuit depends on multiple factors, including the law under which you are seeking relief and the circumstances of your case.
How do I file an EEOC complaint in DC?
Workers who have been discriminated against and who want to bring a claim under certain federal laws must first file with the EEOC or the DC Office of Human Rights (OHR). Regardless of the EEOC determination, it may still be possible to litigate and win the case.
Contact the DC Employment Discrimination Attorneys at Outten & Golden LLP Today
If you have suffered discrimination in the workplace, the compassionate employment discrimination lawyers at Outten & Golden LLP can help. Our lawyers and staff pride themselves on treating every client with dignity and respect, which includes courteous treatment, returning telephone calls promptly, and keeping clients informed of significant developments in their cases. Contact us to speak with one of our skilled DC discrimination attorneys today.
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