Hot Employment Topics

Read the latest 2010 Employment topics below that may affect you. A local Employment Attorney Lawyer from our site search is ready to help. Get solutions today from our Employment Attorney Lawyer search!

Age Discrimination
Companies and organizations cannot discriminate in the acts of hiring, promotion, compensation, privileges of employment, conditions of employer, or discharge based on the age of an employee or an applicant for employment.

Sexual Harassment
Sexual Harassment can be defined as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature with specific intended outcomes.

Unemployment Compensation
Unemployment compensation is designed to assist those employees that lose their jobs through no fault of their own.

Overtime Law
Employees that work beyond eight hours on any given workday or employees that work more than six days in a workweek should be compensated for their overtime.

Pregnancy Discrimination
Pregnant women should be allowed to continue working in their current employment as long as they are able to complete all job related tasks.

Disability Discrimination
When an employer treats an employee unfavorably due to his or her disability, the employer may be held liable for disability discrimination.

Wrongful Termination
A wrongful termination occurs when an employer violated state laws, public policy, or constitutional provisions when discharging and employee.

Severance Pay
Severance pay is a contractual agreement negotiated between the employer and the discharged employee that entitles the employee to certain benefits or considerations.

Religious Discrimination
Federal laws such as Title VII of the federal Civil Rights Act as well as state laws protect employees from unfair treatment or harassment in the workplace based on their religious beliefs.

Racial Discrimination
It is a violation of the law for an employer to discriminate against an employee or applicant for employment because of their race or color.


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Employees are often fearful to report problems they are experiencing in the workplace. In these economic times, employees may feel they cannot risk the possibility of losing their job, having their wages garnished, or alienating co-workers or supervisors by reporting discriminating or harassing behaviors. Many employees determine to simply live with and attempt to tolerate these daily violations of their rights. These employees will continue to work under almost unbearable circumstances in order to maintain their current level of employment and income. While ensuring one's financial stability and preserving one's career is a noble prospect, employees should not be subjected to continuous harassment or discrimination. Any employee that feels that have been or are the victim of discrimination or harassment should contact skilled employment law attorneys for assistance.

Have you been fired or laid off? Contact an Employment Attorney Today ! Get professional help, consult with a local experienced Employment Lawyer to discuss your case. The sooner, the better.

Employee Protection Statutes

There are a number of statutes that have been established to protect the rights of employees. These employee protection statutes protect employees from actions or behaviors such as:

  • Disability discrimination
  • Sexual harassment
  • Gender discrimination
  • Hostile work environment
  • Color discrimination
  • Racial discrimination
  • Benefits protection
  • Wage protection and Disputed overtime
  • Religious Discrimination
  • Civil Rights

While this is not an exhaustive list, these are just some of the statutes that have been adopted to ensure employee's rights are protected. Employment law firms are contacted by employees everyday because they have been discriminated against or because they have been the subject of harassing behaviors. When an employee's rights have been violated, they need the legal advice and guidance that employment lawyers can offer.

Steps Employees Should Take

When employees are experiencing discriminating or harassing behaviors, they need to accurately document these behaviors. Making notes of when these behaviors occur, how often they occur, and by whom the behaviors are perpetuated will be crucial. In some states, it is legal for employees to record their harasser with a tape recorder. This will be important evidence to confirm the behaviors reported by the employee. Furthermore, identifying witnesses and obtaining their contact information will be also helpful. If employees have questions about recording conversations with their harasser or gathering evidence to support their claims, contacting competent, professional employment law attorneys is recommended.

Statute of Limitations – EEOC and EPA

There are statutes of limitations in regard to reporting discriminating or harassing behaviors. In discrimination cases, employees have 180 days from the date of the alleged violation to file a claim with the Equal Employment Opportunity Commission (EEOC). In certain cases, this filing deadline may be extended. For claims that will be filed under the Equal Pay Act (EPA), a discrimination claim does not have to first be filed with the EEOC.

However, because EPA claims often involve things such as sexual discrimination or wrongful termination, it may be advisable to file a claim with the EEOC as well. Even though the 180-day filing deadline does not apply to EPA claims, it may be best to adhere to this deadline, especially if the EPA claim involves discrimination. Employment lawyers can help employees make certain they file their claims according to the corresponding statutes of limitations and that the claim is filed correctly.


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