Employment Litigation Attorneys in Tallahassee and West Palm Beach
State and federal laws protect employees against discrimination in the workplace. Under the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA) and various other statutes, employees are entitled to a workplace free of discrimination, and employers can face significant liability for undertaking, condoning and perpetuating discriminatory practices.
Of course, like most legal disputes, employment discrimination claims are rarely as straightforward as they seem. While anti-discrimination laws provide clear protections, they are also highly-complex, and decades of case law have shaped a landscape that requires a detailed and intimate understanding of the various ways these laws can apply under differing circumstances. At Searcy Denney, we bring decades of experience to representing clients in employment discrimination lawsuits throughout Florida. We know the law, and we know how to use it to our clients’ advantage.
Discrimination in Employment – From Hiring to Termination
Anti-discrimination laws apply to all aspects of the employment relationship. From hiring decisions to promotions, demotions and reductions in force, employers in Florida must take care to ensure that their employment policies and practices carefully align with all applicable legal requirements. In broad terms, employment discrimination laws prohibit employers from taking adverse action against a job candidate or employee on the basis of his or her:
- Family responsibilities
- Marital status
- National origin
- Political affiliation
- Sexual orientation
The Pregnancy Discrimination Act, a 1978 amendment to the Civil Rights Act of 1964, also prohibits discrimination, “on the basis of pregnancy, childbirth, or related medical conditions.” Examples of acts and practices that may support a claim for unlawful employment-based discrimination include:
- Assigning job duties based upon employees’ age, sex or other non-qualification-based characteristics;
- Harassing employees based upon their gender, race, sex, sexual orientation or other protected trait;
- Limiting candidate pools in job postings or excluding certain job applicants from the recruitment process;
- Limiting an employee’s compensation or benefits based upon his or her membership in a protected class;
- Making promotion, pay raise, demotion and termination decisions or offering advancement opportunities on a discriminatory basis; and,
- Providing unequal pay to equally-qualified employees in the same position.
Mandatory Procedures for Employment Discrimination Claims
In most cases, employees must pursue administrative remedies before they can file discrimination lawsuits against their employers in court. Many types of claims are subject to the jurisdiction of the Equal Employment Opportunity Commission (EEOC), though various other state and federal agencies handle employment discrimination claims as well. Our attorneys are experienced in representing clients in administrative, alternative dispute resolution (ADR) and business litigation matters; and, whether you have a new claim or you need to dispute an administrative decision on appeal, we can take aggressive action on your behalf.
Consult with an Employment Discrimination Attorney at Searcy Denney
If you are facing a state or federal employment discrimination matter in Florida, contact Searcy Denney for a complimentary initial consultation. To schedule an appointment at your convenience, call us at (800) 780-8607 or inquire online today.