It is against the law for employers to discriminate against their current or prospective workers on the basis of a protected status, such as, for example, your age, gender, religion, disability, etc. Discrimination can be established in two ways:
1) Disparate Treatment – where the employer intentionally treats workers worse based on their protected status. An example of disparate treatment might be where a supervisor tells a worker who is over 40 years old that they should retire already so the company can hire two 20-year-olds in her place.
2) Disparate Impact – where the employer does not necessarily intend to treat a protected class of workers worse, but an employment policy or practice adopted by the employer has nevertheless resulted in the different and worse treatment of a certain protected class of workers. An example of disparate impact might be where the employer adopts a policy of hiring only college graduates who have graduated within the last 1 to 5 years. While this policy may not have intended to exclude from consideration older workers who, for example graduated college 10, 20 or 30 years ago, it nevertheless resulted in excluding most age-protected workers (i.e., workers older than 40 years old) from consideration for employment.
Class-Action Discrimination Lawsuits
Chances are, if you have been treated worse in your employment because of your age, gender, religion, race, etc., there is a good chance that such an employment, hiring or firing policy or practice has also discriminating against others of your same status. Many employees who suffer from a hostile work environment feel isolated in what they are experiencing, unaware that others are also facing similar discrimination. At Hogue & Belong, APC we provide exceptional employment law representation, equipped to handle both individual lawsuits and class-action cases. Many times employees are able to achieve much more in litigation as a group than on their own, holding the company accountable for its treatment of employees and achieving greater verdicts and settlements.
Our attorneys will comprehensively investigate your case to determine whether it is an isolated incident or whether the illegal treatment is widespread, affecting others in the company. Our attorneys are skilled at making such determinations and identifying others in your company who are suffering similar circumstances, marshalling the evidence needed to hold the company accountable and delivering substantial verdicts and settlements.
Time is of the essence. Like most claims, you only have a certain amount of time within which to pursue your claims for discrimination, so do not wait and contact
To learn more about how our attorneys can represent your interests and those of your fellow employees, please contact today us at:
(619) 238-4720 or firstname.lastname@example.org