EEOC Attorney Columbus Ohio

EEOC Attorney Columbus Ohio

Discrimination should never cost employees and job applicants opportunities, equal pay, or the right to work without suffering harassment and hostility.

The U.S. Equal Employment Opportunity Commission exists mainly to enforce the rights of workers and job applicants under Title I of the Americans with Disabilities Act of 1990, Title VII of the Civil Rights Act of 1964 (including the Pregnancy Discrimination Act), and the Age Discrimination in Employment Act of 1967. The federal statutes make it illegal for nearly companies to discriminate against employees and job seekers based on disability, pregnancy, sex, religion, age, race, national origin, or color. More recently, there is case law to establish that Title VII may protect employees from discrimination because of sexual orientation or gender identity.

Almost from the day after the anti discrimination statutes became law, questions over what constitutes employment discrimination have been debated in federal courts. Victims of discrimination do not wonder, but employers have many chances to cover up discriminatory actions by claiming that a worker performed poorly or that a job applicant lacked the necessary qualifications.

Partnering with an experienced and dedicated Columbus, Ohio EEOC attorney will help a person who has lost out on job opportunities or equal pay fight for compensation and monetary damages. Legal actions brought through the EEOC complaints process can also make organizations and their managers and supervisor answer for perpetuating or permitting hostility or harassment to occur in the workplace.

Who does the EEOC protect from employment discrimination?

The short answer is that the EEOC protects almost all U.S. workers and job applicants from discriminatory employment practices. Employers can set reasonable job requirements related to education, experience, and physical ability, but all individuals who meet those requirements must receive equal treatment and consideration. The ADA, Title VII, and ADEA ban using discriminatory reasons to treat people differently when it comes to recruiting, interviewing, hiring, firing, demotions, paying wages or salaries, offering training, awarding promotions, and granting benefits.

Under the various federal and state laws, employees are protected from retaliation because of disability, pregnancy, military status, sex, religion, age, race, national origin, genetic information, or color.

A Columbus EEOC attorney can help address these types of unequal and illegal treatment. Since the mid-1980s, federal courts and the EEOC have increasingly agreed that Title VII protection from sex discrimination extends to matters of gender and sexual orientation. Gender describes how a person dresses and acts in ways that are typically understood to be masculine or feminine. Individuals who identify as lesbian, gay, bisexual, or transgender may present as male or female. Regardless, many employers discriminate against LGBT individuals simply because of those individuals’ lives outside of work.

Enforcing rights protected by the EEOC prevents and permits recovery for retaliation and wrongful termination.

The various federal and state laws give workers and job applicants rights to report discrimination, to have their complaints investigated promptly and thoroughly, and to ask that their organization and management act to end discriminatory practices. Too often, people who exercise these rights get penalized, even though the law makes such retaliation illegal.

Workplace retaliation takes many forms, including

  • Refusing to take complaints seriously
  • Refusing to investigate complaints adequately before dismissing them as groundless
  • Yelling at or insulting the person who makes the complaint
  • Physically assaulting the person who claims discrimination
  • Demoting the person
  • Reassigning the person to dirtier or more dangerous tasks
  • Docking the person’s pay
  • Firing the person

Contact an EEOC attorney in Columbus, Ohio, to discuss your options for ending discriminatory employment practices and holding your employer accountable for discrimination.

Succeeding with an employment discrimination lawsuit usually requires going through a long and difficult process. The process may begin with gathering evidence to make a report to the human resources staff or senior management at one’s employer. In the alternative, an employee may file their complaint with the EEOC. After commencing a complaint with the EEOC, the matter may proceed to mediation, arbitration, or a lawsuit in federal court.

Contacting an understanding Columbus EEOC attorney at the first stage will make doing all this easier. Matthew Coffman at Coffman Legal stands ready to help. To schedule a free and confidential consultation, call him at (614) 949-1181 or connect with him online by filling out this contact form.