Workplace discrimination can make every day a struggle. If you have been a victim of work-related discrimination in Carbondale, PA, it’s important to understand your legal rights. These cases can be complicated. An experienced Carbondale employment discrimination lawyer at Marzzacco Niven & Associates can help you fight for justice.
Collectively, our team of lawyers has over 120 years of experience handling cases similar to yours. We know the system, and we know how to protect your rights.
It can be tough to know where to turn for help. Sometimes, it can be difficult to know whether you have a valid case. Our lawyers are here to help you find a legal solution. Contact us at (717) 995-8810 to get started by scheduling your free, no-obligation case evaluation. We’re available to take your call 24 hours a day.
How Can Marzzacco Niven & Associates Help With an Employment Discrimination Claim in Carbondale, PA?
You know that you have rights under anti-discrimination laws. On the other hand, you may not know how to enforce those rights. An experienced Carbondale employment attorney can help you understand your legal options and take steps to protect your rights immediately.
At Marzzacco Niven & Associates, we’ve helped clients recover tens of millions of dollars over the years. Our team has been recognized by Super Lawyers, Rising Stars, and Best Lawyers of America. We have a proven track record of helping our clients resolve their legal issues.
When you hire us, we will:
- Determine which employment laws apply in your case
- Gather evidence to prove you were a victim of discrimination
- Help you document your damages
- Determine the remedy that you deserve
- Handle all paperwork and negotiations on your behalf
- Advocate for your rights in court if necessary
You shouldn’t have to suffer in silence. If you have been discriminated against in the workplace, call our Carbondale employment lawyers for a free consultation today.
Overview of the Employment Discrimination Laws in Pennsylvania
Many different federal and state laws exist to protect employees from workplace discrimination. Employment discrimination occurs when someone is treated less favorably or differently because of a protected characteristic. That characteristic can involve race, religion, gender, and even pregnancy.
Our lawyers have experience handling all types of employment discrimination claims. That includes cases involving:
Title VII of the Civil Rights Act of 1964
Title VII of the Civil Rights Act of 1964 is designed to prevent both intentional discrimination and actions that have a discriminatory impact (disparate impact discrimination).
Title VII applies if your employer has at least 15 employees. The Equal Employment Opportunity Commission (EEOC) interprets and administers the law. You may have a valid claim under Title VII if you are discriminated against based on your membership in a protected group either while applying for a job or while on the job.
“Protected groups” include:
- National origin
To protect your rights under Title VII, we’ll first file a claim with the federal government and the EEOC. This can be a complicated process, so it’s important to contact an experienced lawyer soon after the discrimination occurs.
Age Discrimination in Employment Act of 1967
If you are struggling with age discrimination in the workplace, you may also have rights under the Age Discrimination in Employment Act of 1967 (ADEA). The ADEA protects employees and job applicants who are at least 40 years old.
If you are otherwise qualified for the job, your employer cannot pay you less than similarly-qualified employees, demote you, or otherwise discriminate because of your age.
The Americans With Disabilities Act
If you are disabled, the Americans With Disabilities Act (ADA) protects you against workplace discrimination based on that disability.
A disability can impact your ability to work. However, if you’re otherwise qualified and are able to perform essential job functions, the employer may be required to provide reasonable accommodations to allow you to work.
Overview of Pennsylvania State Antidiscrimination Laws
In some cases, Pennsylvania state law provides broader protections than federal nondiscrimination laws. You may also be required to file a claim under state law before filing a claim with the EEOC.
Under the Pennsylvania Human Relations Act, employers are prohibited from discriminating based on the following protected classes:
- Religious creed
- Familial status
- Sex or sexual orientation
- National origin
- Handicap or disability
- Use of a guide or support animal because of blindness, deafness, or physical handicap
The Pennsylvania anti-discrimination law protects job applicants, employees, and independent contractors from discrimination in the workplace.
We Handle All Types of Employment Discrimination Claims in Carbondale
At Marzzacco Niven & Associates, our Carbondale employment discrimination attorneys handle all types of workplace discrimination claims, including those involving:
- Sexual harassment
- Age discrimination
- Sex, gender, and sexual orientation discrimination
- Pregnancy discrimination
- Use of family and medical leave
- Gender identity and expression discrimination
- Discrimination based on religious beliefs
- Disability discrimination
- National origin discrimination
- Veteran status or military service
- Hostile work environment
- Whistleblower status
- Equal Pay Act violations
- Wage and hour violations
If you have suffered discrimination based on your membership in a protected class, you may be entitled to financial compensation under state and federal anti-discrimination laws.
What is Employment Discrimination?
Two types of employment discrimination are actionable in Pennsylvania.
You may have a valid case if you have been a victim of intentional discrimination, which is called disparate treatment discrimination. You may also have a valid case if the discrimination was not intentional but had a disparate impact on you because of your membership in a protected class.
Intentional discrimination is often fairly easy to spot. Employers cannot subject members of one protected group to different workplace policies and practices. They also can’t treat members of a protected class differently than other employees who do not belong to the same class, regardless of comfort level.
Disparate impact discrimination can be much more subtle. You may have a valid case even if your employer subjects all employees to the same policies and requirements. However, if that negatively impacts members of a protected class in a disproportionate way, you may have a valid case if the employer has no legitimate, job-related reason for adopting the rule.
What Types of Damages Are Available To Victims of Employment Discrimination in Carbondale?
Like personal injury victims, victims of employment discrimination are entitled to seek compensation based on the specific types of harm they have suffered. The damages you recover depend on the nature of the discrimination and how it impacts your life.
Examples of the types of damages that you may be entitled to receive include:
- Job search expenses
- Back pay
- Employment benefits you were denied due to the discrimination
- Any additional expenses you incurred due to the discrimination, including the cost of counseling
- Pain and suffering, emotional distress, depression, and anxiety
- Attorney’s fees and court costs
- Expert witness fees
Our lawyers are here to fight for the full compensation available in your case. We’ll work tirelessly to ensure you get the fair treatment you deserve.
How Do I Prove I Was a Victim of Employment Discrimination in Pennsylvania?
Proving employment discrimination can be a challenge. Most employers know the laws. They’ll make it difficult to locate the evidence you need to prove they violated those laws.
Proving discrimination requires proving all elements of your discrimination case.
The elements of a disparate treatment discrimination case include:
- You are a member of a class of individuals protected under an anti-discrimination law
- Your employer knew you were a member of that protected class
- You sustained some type of harm, whether financial, emotional, or even physical
- Other employees who are not in the protected class were not subject to the same type of harm
If your case involved disparate impact discrimination, you must prove:
- Some type of employment policy or practice caused members of a protected class to be treated less favorably than members of another class
- The employer did not have a legitimate business purpose for the employment practice
- The same business goals could not be accomplished using a non-discriminatory practice
As the victim, it can be difficult to know whether your situation involves prohibited employment discrimination. Our lawyers are here to gather the strong evidence you need to prove your case. If you suspect you were treated differently due to your race, religion, sex, or membership in another group, call our law firm for a free case review today.
How Long Do I Have To File an Employment Discrimination Lawsuit in Pennsylvania?
You must act within a certain time frame to protect your rights under both state and federal laws. You have 180 days from the date of the discriminatory action to file an EEOC claim. If a Pennsylvania law also applies, you’ll have 300 days to act under federal law.
If Pennsylvania anti-discrimination law applies, you must file a discrimination claim within 180 days of the discriminatory act. Otherwise, you could lose your right to take legal action.
Contact a Carbondale Employment Discrimination Lawyer for a Free Consultation
Do you have questions about your rights under Pennsylvania nondiscrimination laws? Contact a Carbondale employment discrimination lawyer at Marzzacco Niven & Associates today. Your initial consultation is always free, so don’t hesitate to get the legal guidance you deserve.