My firm is small enough to be responsive to your needs, yet flexible enough to be able to handle matters of huge importance with complex requirements that require additional staffing. I am known as the Straight Shooter because that is who I am. I will tell you my honest assessment and give you a plan up front.
Employment discrimination and wrongful termination claims can be difficult because the employee has to prove that the reason he was fired (wrongful termination), not hired, not promoted, or otherwise harassed is because of his (or her) "protected classification". By protected classification, we mean a person's gender (male or female), race (black or white), national origin (Hispanic, Asian, African, or having parents or grandparents from anywhere outside of the United States), age (over 40), or disability. In this sense, the employee has to prove why the company did it.
In the case of religious discrimination, and disability discrimination, it may also be illegal for an employer to deny reasonable accommodations to an employee. For example, absent extenuating circumstances, an employer cannot require a person to violate his or her religious beliefs such as working on the Sabbath, eating a forbidden food, or using alcohol if doing so is against the person's religious principles. Instead, the employer must make an accommodation enabling the employee to do his job without violating his religion. Similarly, an employer must accommodate the disabilities of its employees if those disabilities meet certain standards. If a company terminates an employee without considering an accommodation, this too can be wrongful termination.
If you or a loved one believes that you have been discrimination based on any of the above issues or you are an employer looking to set up policies to guard against these types of claims, please contact us to discuss the matter.