EEOC Lawyer – Equal Employment Opportunity Commission

Suppose you believe you have been discriminated against at your place of employment. In that case, you have the legal right to file a complaint and pursue a claim for monetary damages or other remedy. From our offices in Dallas, throughout New Mexico, and Washington, D.C., Paul N. Jones handles EEOC cases nationwide. We represent federal employees in all EEOC proceedings, including investigations, administrative hearings, and judicial appeals.

We also litigate employee rights cases in state and federal district courts.

We handle issues of employment discrimination and reverse discrimination based upon the following:

• Age
• Disability
• Family and Medical Leave Act (FMLA)
• National origin
• Race
• Religion
• Gender
• Pregnancy

Racial Discrimination

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees based on race, personal characteristics associated with race (such as hair texture, skin color, or certain facial features), skin color complexion, national origin, ethnicity, or accent, or because they appear to be of a particular ethnic background (even if they are not). Title VII also prohibits harassment such as racial slurs, offensive or derogatory remarks about a person’s race or color, or the display of racially offensive symbols.

Gender Discrimination

Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person’s gender or potentially their sexual orientation. It is also unlawful to harass a person because of that person’s sex, even if the harassment is not sexual.

Sexual harassment is a form of sex discrimination that also violates Title VII. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct affects the terms and conditions of an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

The victim, as well as the harasser, maybe a woman or a man. The victim does not have to be of the opposite sex; however, the harassment does have to be because of the victim’s sex to be illegal under Title VII of the Civil Rights Act of 1964. The harasser can be the victim’s supervisor, a supervisor in another area, or a co-worker. Still, in the case of co-workers, the victim has to complain to management for the agency to be liable for that co-worker’s uncorrected conduct. Once a victim brings sexual harassment allegations to management, management must conduct a prompt investigation and take appropriate remedial action.

Religious Discrimination

Title VII of the Civil Rights Act of 1964 protects employees from being treated differently or unfavorably because of their religious beliefs. Additionally, Title VII requires agencies to reasonably accommodate an employee’s religious beliefs or practices, such as allowing someone who observes a Friday evening Sabbath to have flexible scheduling, voluntary shift substitutions or swaps, job reassignments, or modifications to workplace policies or practices. Agencies must also make accommodations to dress or grooming practices as part of an employee’s religious observation.

Age Discrimination

Age discrimination claims, which involve treating an applicant or employee who is over 40 less favorably because of their age, have risen dramatically in the past few years as baby boomers have chosen to work for longer than the generation before them. The Age Discrimination in Employment Act (ADEA) forbids discrimination in any aspect of employment, including hiring, firing, pay, job assignments, promotions, training, and any other term or condition of employment. It is also unlawful to harass or create a hostile work environment for a person because of their age or to retaliate against an employee for opposing or complaining about age discrimination.

EEOC Pregnancy Discrimination

Under the Pregnancy Discrimination Act, it is illegal for an employer to treat an applicant or employee unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The EEOC attorneys at Tully Rinckey PLLC can help you bring your claim under Title VII of the Civil Rights Act of 1964 as a sex discrimination case.

Suppose a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth. In that case, the agency must treat the woman like any temporarily disabled employee. For example, the employer may have to provide reasonable accommodations such as modified tasks, alternative assignments, disability leave, or unpaid leave. Also, if an agency offers personal leave for other reasons, e.g., to take courses or other training, the employer must grant new parents personal leave to care for a new child. Further, under the Family and Medical Leave Act (FMLA) of 1993, a new parent (including foster and adoptive parents) may be eligible for 12 weeks of leave (unpaid or paid if the employee has earned or accrued leave) that may be used for care of the new child.

Disability Discrimination

Federal employees are protected from disability discrimination by the Rehabilitation Act of 1973, as amended. Disability discrimination occurs when an agency harasses or treats an otherwise qualified individual with a disability unfavorably because they have a disability; a history of a disability (such as cancer that is controlled or in remission); or is perceived to have a physical or mental disability. The Rehabilitation Act also protects employees from discrimination based on their relationship with a person with a disability (even if they do not themselves have a disability). For example, it is illegal to discriminate against an employee because her husband or child has a disability.

You Have A Right To Experienced Legal Counsel – Each federal agency has a somewhat different process for handling EEOC complaints, they are all legally bound to act on any suspected discrimination. Discrimination can come in the form of disciplinary actions and wrongful discharge, mistreatment or differential treatment, retaliation for filing claims, or other adverse action against you.

Contact Paul N Jones Law Firm Today

The EEOC process can be complicated. Paul N Jones is a knowledgeable and experienced lawyer whose background and litigation skills can help you achieve your best outcome. We aim to win your case and stop the offensive behavior. Contact us today to learn more.