Employment discrimination is a complex area of law with strict timelines and detailed procedural requirements. If you have an issue or concern regarding your Atlanta workplace, you should not hesitate to seek the advice of an experienced employment law attorney at Mays & Kerr. We can help investigate the options available to you and evaluate whether you have a claim. If you do, our capable legal professionals can guide you through the process as it unfolds.Hold Employers Accountable for Illegal Conduct
Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees or applicants based on national origin, race, color, sex, or religion. No differentiation is allowed with regard to compensation or the terms, conditions, or privileges of employment based on any of those classifications. Other laws prohibit discrimination against disabled individuals or people over 40.
In addition to firing or refusing to hire or promote people for one of these reasons, employers may engage in less obvious forms of illegal conduct. They may base shift or job assignments on those categories, or they may apply seemingly neutral policies in a way that has a disproportionate impact on a particular group. Some employers may even allow or encourage harassment. Although many discrimination claims arise during employment, it is important to remember that they may also stem from conduct during the recruiting and hiring process.Assert Your Rights with the Equal Employment Opportunity Commission
The United States Equal Employment Opportunity Commission (EEOC) is responsible for enforcing most federal employment discrimination laws, including all those related to race, color, religion, national origin, sex, age, and disability. Before pursuing a lawsuit based on any of these rules, an employee must first file a charge with the agency. There is a strict time limit on when this charge may be brought. It is generally set at 180 days from the date of the discrimination, although it can be much shorter for government employees.
Once a charge has been filed, the EEOC sends a copy to the employer. The agency may then recommend mediation. If the matter is not resolved at that stage, the EEOC will request a written answer to the charge and may seek additional information from the employer. It will then conduct an investigation. If the agency finds that a violation of a law has occurred, it will try to reach a settlement with the employer. When a dispute cannot be resolved through a settlement, the EEOC or the Department of Justice will decide whether to bring a lawsuit. If the agency does not find a violation or if it decides not to pursue the case further, it will give the employee notice that he or she may file a lawsuit to assert his or her rights.
When you are considering whether to file a charge with the EEOC, it is a good idea to seek the advice of a knowledgeable lawyer. He or she can help you present the facts in a favorable way and provide counsel on what information should be presented to the agency. An attorney also can evaluate your case more broadly and help you determine if you should file a charge, what information you should provide, and if mediation is appropriate for your case. If you are represented when the charge is filed, you will have a lawyer who is already informed about your situation and prepared to represent you in mediation. In situation when litigation ultimately unfolds, having an attorney involved from the beginning can help ensure that the facts are presented consistently and skillfully throughout the process.Discuss Your Employment Dispute with a Dedicated Georgia Attorney
The employment discrimination lawyers at Mays & Kerr have the knowledge and tenacity to represent Georgia workers before the EEOC, in arbitration or mediation proceedings, or during litigation. Call us at 1-877-986-5529 or contact us today to schedule a free initial appointment to discuss your employment issue with an experienced attorney.