DC Federal Employment Workplace Discrimination Lawyer

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You have the right to equal employment opportunities regardless of your race, color, national origin, religion, age, sex, or disability. Several federal laws have been enacted throughout the years in an effort to identify and protect these rights. However, even though it is widely known that discrimination is illegal, some employers, even those in the federal government, still engage in discriminatory practices.

The Washington DC federal employment workplace discrimination lawyer at the Spiggle Law Firm are committed to representing victims of discrimination. We work hard to eradicate workplace discrimination in the federal government. Standing up to discrimination can be nerve-wracking, so do not do it alone. Ask a skilled employment attorney for help.

Employers Subject to Federal Discrimination Laws

Washington D.C. employers are generally required to adhere to the terms of federal discrimination laws if they have at least 15, or in some cases 20, employees. This means that anyone who works in the federal government should be covered by these laws.

Employers who are accused of violating federal discrimination laws will be investigated by the Equal Employment Opportunity Commission (EEOC). This commission enforces and investigates discrimination matters nationwide.

Laws Against Discrimination

As stated above, there are several federal laws created to protect employees from discrimination. Each law protects different characteristics that may be grounds for discrimination. To determine whether an employer violated any one of these acts, speak with a DC federal employment workplace discrimination lawyer.

Title VII of the Civil Rights Act of 1964 (Title VII) provides protection for many characteristics including race, color, national origin, religion, and sex. Discriminatory treatment on the basis of these characteristics in any aspect of employment including in hiring, firing, or compensation is unlawful. You may also have a valid claim for discrimination even if you share the same characteristics with the person who has discriminated against you.

Discriminating against employees older than 40 is a violation of the Age Discrimination in Employment Act (ADEA). Age discrimination is prevalent in the workplace as a result of stereotypes and misconceptions about how older workers will perform their job duties. Advertising a desired age in a job posting or providing unequal training or benefit opportunities to older employees are examples of discriminatory behavior that violates the ADEA.

Americans with Disabilities Act

The Americans with Disabilities Act (ADA) protects employees who have physical or mental disabilities from workplace discrimination. When employers do not give disabled employees the same opportunities as non-disabled employees, this often indicates that discriminatory conduct has occurred. Employees who are discriminated against because they are associated with or provide care to a disabled person may also have claims under the ADA.

Family Medical and Leave Act

The Family Medical and Leave Act (FMLA) is a federal law that permits employees to take a 12-week unpaid leave of absence of work in certain circumstances involving a serious medical condition in the immediate family or to care for a child who is new to the family.

Discrimination claims can arise under the FMLA when employees are treated negatively for requesting or electing to take leave. Issues with discrimination and the FMLA are often intertwined with claims under other federal laws such as Title VII.

A Washington D.C. Federal Employment Workplace Discrimination Lawyer Can Help

Workplace discrimination is sad reality. If you are experiencing discriminatory treatment, you are not the only one. A DC federal employment workplace discrimination lawyer has worked with many people in the same position you are in and can help you fight unfair practices. Click here for a free online consultation to see how the Spiggle Law Firm can help you.