Every year, more than 60,000 charges of employment discrimination are filed with the U.S. Equal Employment Opportunity Commission.
Workplace discrimination is a threat to your rights. It is illegal to discriminate against someone because of the person’s race, color, religion, sex, age, disability, genetic information, religion, political affiliation, or pregnancy under laws enforced by the (EEOC).
At Mastandrea Law, we are ready and equipped to help you achieve the best possible outcome if you are faced with workplace harassment, discrimination, or retaliation.
Workplace harassment or discrimination can impact employees outside of work affecting someone’s physical and mental health causing unwanted feelings of depression, anxiety, hostility, and resentment. If you are experiencing workplace discrimination it can be both confusing and overwhelming. You need a guide who has the experience and expertise to advise you on the next steps.
Our team is committed to fighting for the best possible outcome for each of our clients. Regardless of what type of workplace discrimination you have experienced, our attorneys can guide you through each step of the process and let you know exactly what to do to protect your civil rights.
You need a firm that fights for the employee, and that firm is Mastandrea Law, LLC.
Disparate treatment occurs when an employer treats some individuals less favorably than other similarly situated individuals because of their race, color, religion, sex, or national origin. This intentional type of discrimination is the most common type of workplace discrimination. You might have experienced disparate treatment if your employer deliberately did not give you a promotion or a bonus, gave you an unfairly bad performance review, fired you, or, if you were a job applicant, did not hire you. If you are an employee who faced direct discrimination, experienced prejudiced actions, were held to different standards, or were given unequal treatment, please call us today for a free consultation.
Disparate impact occurs when workplace procedures are exactly the same for everyone, but people in a protected class are disproportionately impacted. For example, if an employer requires that all applicants pass a physical agility test, does the test disproportionately screen out women? Determining whether a test or other selection procedure has a disparate impact on a particular group ordinarily requires a statistical analysis. If you are an employee who faced indirect discrimination, unequal consequences, or results, and were held to the same standards as others but faced with different consequences, please call us today for a free consultation.