IF YOU HAVE EXPERIENCED DISCRIMINATION FROM YOUR EMPLOYER IN MISSOURI, PLEASE DO CONTACT US
Acts of discrimination in the workplace are quite common. The exact type of discrimination employees may experience can vary, but it is often a result of someone’s age, race, gender, religious affiliation, national origin, or sexuality. Although it is difficult to keep exact statistics on the number of violations that occur in the state of Missouri each year, watchdog labor organizations almost always agree on one thing: most instances of discrimination go unreported.
Why does most of it go unreported? In some situations, employees are simply unaware that the acts committed by their employer are in violation of any law. Even though there are a great many laws, rules, and regulations at the state and federal level to protect the rights of employees, there is often confusion (and sometimes suspicion) as to whether those laws would actually help.
OUR ST LOUIS EMPLOYMENT DISCRIMINATION LAWYER WILL HELP PROTECT YOU AGAINST WORKPLACE VIOLATIONS
As a result, workers who are enduring some form of St Louis employment discrimination do not take any steps to defend their state and federal rights. And when people are continually subjected to harassment or abuse in the workplace, they very often end up feeling as if no one is looking out for them.
In addition, many workers will keep their mouths shut out of fear. Even if the workplace violations going on around them are awful, workers often allow the St Louis employment discrimination to continue because they do not want to lose a good paying job. Employees who operate in such toxic environments come to believe that there is no hope. That there is nothing that can be done. And if no one cares, what’s the use in saying anything at all?
But at The People’s Counsel, we believe that every worker should have their rights and privileges upheld. We believe that the backbone of the economy still rests on the tireless hard work of those who show up every day, and do their job to their fullest potential. And if you do your job, you should not have to put up with a Missouri employer who discriminates.
OUR ST LOUIS EMPLOYMENT DISCRIMINATION LAWYERS ARE ABLE TO IDENTIFY WORKPLACE VIOLATIONS, AND MAKE SURE EMPLOYERS ARE HELD ACCOUNTABLE FOR THEIR VIOLATIONS
Were you fired because of a pregnancy (or because you asked for a safe place in which to pump milk for a breastfeeding child)? Are you a minority who was denied a fair shot at employment? Did your employer not allow you to take time away from work to care for a sick child? Are you not being paid for all the overtime hours you put in?
The examples of employment discrimination in St Louis run far and wide. In response, the federal government (along with most state legislatures) have enacted several laws to combat it. Examples would include:
- The Fair Labor Standards Act (FLSA) of 1938, which ensures that workers receive pay for the work they perform, including time-and-a-half pay for overtime hours. If your employer has refused to pay you for hours you worked (whether it is minimum wage or overtime), our St Louis employment discrimination attorney will make sure that you receive the appropriate amount of income you are entitled to. In addition, employers will often attempt to avoid the rules set forth in the FLSA by classifying workers as “independent contractors” or “volunteers.” If your employer is discriminating against you in this way, our legal team will show the court that your relationship to the job is, in reality, a full-time, wage-earning employee.
- The Occupational Safety and Health Act (OSHA) of 1970, which prohibits any workplace practice that represents a clear risk to workers. Those risks might include things like toxic chemicals, excessive noise levels, mechanical dangers, prolonged exposure to heat or cold, or unsanitary conditions. If you have experienced any of these risks in your place of work, then please do reach out to us.
- Whistleblower Protections, which protect employees who come forward to report the wrongdoing of their employers (who might, for instance, be engaged in business acts that violate environmental law). If many situations, employees are fearful of the consequences they might endure if they were to speak up (such as losing their job). But that is precisely why these laws are in place. For instance, an employer cannot order workers to participate in activities that are illegal, unethical, or unhealthy. And if an employer retaliates against an employee who comes forward by firing him/her, the Whistleblower Protections can shield the worker. If something like this has happened to you (especially if you are a state or federal employee), then please do contact us.
- The Family and Medical Leave Act (FMLA) of 1993, in which eligible employees are afforded time away from work to care for an elderly or sick family member, after the birth of a child, to recover from a worker’s own serious illness, or for the care of a family member who served in the military. Under the law, eligible employees are given up to twelve (12) weeks of unpaid leave (although employee benefits, such as healthcare insurance and retirement contributions, must continue). If you have been denied leave from your job under the FMLA, or if you believe that your employment was terminated improperly as a result, then please do contact us.
- The Civil Rights Act of 1964, which makes it illegal for employers to discriminate on the basis of “race, color, religion, sex, or national origin” (or to discriminate against a worker because of his or her association with another individual of a particular race, color, religion, sex, or national origin, such as an interracial marriage). The provisions of this law are far-reaching and cover a great many areas. For example, Title VII of this act has determined that sexual harassment is a form of discrimination based on sex (Meritor Savings Bank v. Vinson); and that discrimination can occur when an employee is harassed for “non-conformity of gender stereotypical behavior” (Price Waterhouse v. Hopkins). If your rights have been violated under this act, we encourage you to give us a call right away.
- The Age Discrimination in Employment Act of 1967, a federal law that prevents employers from discriminating based on age (specifically workers 40 years or older). This law also applies to the way in which pensions and benefits are provided by employers (and therefore does not allow employers to deny older employees things like healthcare solely because of their age). More specifically, it prevents discrimination in the process of hiring, promotions, wages, and termination of workers older than forty years of age. Please do contact The People’s Counsel if you believe your rights have been violated under this law.
- The Americans With Disabilities Act (ADA) of 1990, which for the first time recognized the equal employment status of Americans who had been historically discriminated against because of physical or mental disabilities. This act requires covered employers to provide reasonable accommodations to employees with disabilities. Those disabilities might be: deafness, blindness, an intellectual disability (formerly termed mental retardation), partially or completely missing limbs, or mobility impairments requiring the use of a wheelchair. If an employer has discriminated against you because of a disability, please do contact us immediately.
- The Pregnancy Discrimination Act of 1978, which seeks to eliminate the type of employment discrimination that occurs when women are pregnant. There are several ways in which expectant women can and will be discriminated against. But a short list would include: being fired after informing an employer of a pregnancy; being passed over for a job because of a pregnancy (or likelihood of a pregnancy); being fired after maternity leave; or not being hired in the first place because of a visible pregnancy. If any of these circumstances have occurred in, then you may very well have a claim under this act.
As you can plainly see, there are a great many ways in which employment discrimination occurs in Missouri. But defending your rights against the discriminatory acts of your boss should not fall on your shoulders alone! That is why we are here to help. All you need to do is give us a call, or fill out an online inquiry form. Our staff will set up an initial phone consultation to discuss your case. And if your rights have been violated, our St Louis Employment Discrimination lawyer will make you aware of your rights under the law. So please do reach out to us soon!