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Workers Have Protection Against Workplace Discrimination And Harassment

Employees deserve to work in an environment free from discrimination and harassment based on their protected class status, which includes race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability, or genetic information.

Discrimination means an employer may not treat employees differently due to their protected class status when it comes to such things as hiring, firing, promotions, layoffs, and pay.

Harassment can take the form of slurs, graffiti, offensive or derogatory comments, or other offensive verbal or physical conduct. Although the law does not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal if it is so frequent or severe that it creates a hostile or offensive work environment or if it results in an adverse employment decision (such as the victim being fired or demoted).

We fight to protect the rights of employees who have suffered any of the following at their workplace:

  • Age discrimination: Under the federal Age Discrimination in Employment Act (ADEA), employees and job applicants 40 years of age or older are protected against discrimination.
  • Race discrimination: Despite Title VII of the Civil Rights Act of 1964 (Title VII) prohibiting such conduct, racial injustice and race discrimination continue to be a problem in many workplaces. Racial harassment includes racial slurs, threats, pranks, intimidation, and harmful physical contact. Racial discrimination affects terms and conditions of employment, such as recruitment, hiring, salary, job assignment, promotions, firing, layoffs and benefits.
  • Gender discrimination: Under Title VII, employees are entitled to fair and equal treatment in the workplace despite differences in gender, sexual orientation, and gender identity or expression. The Pregnancy Discrimination Act also prohibits pregnancy discrimination and provide pregnant workers with the right to accommodations.
  • Religious discrimination: In addition to prohibiting discrimination on the basis of an employee’s religion, Title VII requires employers to reasonably accommodate an employee’s religious practices. Religious accommodations may include breaks for prayer, permission for religious head coverings and more.
  • National origin discrimination: In most instances, a worker’s native language or accent, place of birth, or ethnicity are not valid reasons to deny employment opportunities or treat employees unfairly and such conduct is illegal under Title VII.
  • Disability discrimination: While discrimination on the basis of an employee’s disability is illegal under the Americans with Disabilities Act (ADA), this law also requires employers to provide reasonable accommodations that allow disabled employees to perform their job functions. Failing to provide such reasonable accommodations is one of the most common violations of the ADA. Also, it is generally illegal for employers to ask questions of employees and job applicants that would require the employee to disclose their medical conditions.

At Krevsky Bowser, we protect the rights of employees who have been subject to discrimination and harassment in the workplace. If you have been the victim of discrimination or harassment at work, we can help you understand your rights and options.

Contact Us

From our offices in the Harrisburg metro, our lawyers represent individuals throughout Pennsylvania involved in harassment and discrimination claims. Located within the Capital Beltway, we offer free parking. Call 717-303-3764 or contact us online today for more information.