Phoenix Discrimination Attorney
Do you believe your employer has discriminated against you? Despite being unlawful, discrimination in the workplace is, unfortunately, very common. Unlawful employment discrimination includes discrimination in hiring, firing, promotion, pay, and other terms and conditions of employment based on an employee’s age, race, color, national origin, gender/sex (including pregnancy, gender identity, and sexual orientation), religion, and/or disability.
Proving employment discrimination can be difficult because most employers understand discrimination is unlawful and do not share the true motivations for their discriminatory decisions. Many employers attempt to justify discriminatory decisions by falsely claiming there were legitimate, non-discriminatory reasons for a termination, demotion, failure to promote, etc. Whether you were terminated, demoted, denied a promotion, or you believe your employer is trying to build a case against you to justify a future termination, if you believe you are the victim of discrimination, you should discuss your situation with an Arizona employment attorney to better understand your legal rights and ensure you are taking the appropriate steps to document evidence in support of your potential discrimination claim.
FAQs About Workplace Discrimination
What type of discrimination is unlawful in the workplace?
Anti-discrimination laws prohibit employers from discriminating against employees on the basis of the following protected characteristics:
Race
National origin
Color
Sex/gender (including pregnancy, gender identity, and sexual orientation)
Religion
Age
Military status
Genetic information
What sort of conduct is my employer prohibited from engaging in on the basis of my protected characteristic?
The following conduct can constitute unlawful discrimination:
Demotion
Suspension
Failure to hire
Failure to promote
What is evidence of discrimination?
The following evidence can support a potential discrimination claim:
Circumstantial evidence that members of one protected class are treated more or less favorably than similarly-situated employees outside of the protected class (ex: women are treated less favorably than similarly-situated men, gay employees are treated less favorably than similarly-situated straight employees, etc.)
Circumstantial evidence that an adverse employment action was taken shortly after the employee disclosed their protected characteristic (such as pregnancy or disability).
Direct evidence such as statements tying adverse action to a protected class or slurs (ex: “You are not getting this promotion because we need someone younger,” or “We’re letting you go because we need a man to do this job.”)
An employer’s denial of a reasonable accommodation to an employee who needed an accommodation for their disability, pregnancy, or religion.
Most discrimination claims are supported with circumstantial evidence because employers know they are prohibited from discriminating, and so they find ways to engage in discriminatory conduct without explicitly stating or admitting that they are discriminating.
How can I contact you to discuss my discrimination claim?
You can request to speak with Haley Carr about your potential discrimination claim by submitting a Consult Request Form.