All employees deserve an equitable workplace, free from discrimination and retaliation. But the unfortunate reality is that workplace discrimination and retaliation happens every day. As experienced plaintiff’s employment attorneys, we have represented hundreds of employees who have endured workplace discrimination and retaliation, and we understand the severe personal, professional, and psychological effects that this illegal treatment can have on a person.

We can’t change this unfortunate reality, but we can help you navigate a difficult workplace and seek recourse for illegal discrimination or retaliation.

Federal, state, and local laws provide protections for employees who have suffered discrimination or retaliation at work. All employees should know their rights under these statutes, but the legal frameworks involved are complicated and varied. We can help.

Federal Protections:

Federal laws, including Title VII of the Civil Rights Act of 1964 (“Title VII”), the Pregnancy Discrimination Act (“PDA”), the Americans with Disabilities Act (“ADA”), and the Age Discrimination in Employment Act of 1967 (“ADEA”), prohibit discrimination against employees on the basis of their race, color, religion, sex (including, under recent Supreme Court precedent, sexual orientation and gender identity), pregnancy, national origin, disability, and age.

These federal statutes further prohibit retaliation against employees who report or oppose these forms of illegal discrimination.

The federal Equal Pay Act, or “EPA,” makes it illegal to pay a woman less, or provide her with fewer benefits, than a man who performs substantially the same work.

The federal Family and Medical Leave Act, or “FMLA,” makes it illegal to retaliate against employees who take protected leave under that statute, for a “serious health condition” that they or their family members may be experiencing.

District of Columbia, Maryland, and Virginia laws also provide protections for employees who work in those jurisdictions.

District of Columbia Protections:

The District of Columbia Human Rights Act, or “DCHRA,” makes it illegal to discriminate against employees on the basis of eighteen protected classes: (1) age; (2) color; (3) credit information; (4) disability; (5) family responsibilities; (6) gender identity & expression; (7) genetic information; (8) homeless status; (9) marital status; (10) matriculation; (11) national origin; (12) personal appearance; (13) political affiliation; (14) race; (15) religion; (16) sex; (17) sexual orientation; and (18) status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking.

The DCHRA also makes it illegal to retaliate against employees who report or oppose these forms of illegal discrimination, and provides for individual liability against supervisors who engage in these types of illegal discrimination.

In addition to covering more “protected classes” than federal law, the DCHRA also applies to a broader group of employers. While Title VII and other federal laws apply to employers with fifteen or more employees, the DCHRA applies to employers with at least one employee.

Additionally, the D.C. Family and Medical Leave Act, or “DC FMLA,” requires employers with twenty or more employees to provide eligible employees with sixteen weeks of unpaid family leave, plus sixteen weeks of unpaid medical leave during a two-year period.

Maryland Protections:

The Maryland Fair Employment Practices Act, or “FEPA,” makes it illegal to discriminate against employees on the basis of eleven protected classes: (1) race; (2) color; (3) religion; (4) ancestry or national origin; (5) sex; (6) age; (7) marital status; (8) sexual orientation; (9) gender identity; (10) disability; and (11) genetic information.

FEPA also makes it illegal to retaliate against employees who report or oppose these forms of illegal discrimination.

Additional employment protections apply in Maryland under local statutes, including the Montgomery County Code.

Virginia Protections:

The Virginia Human Rights Act, or the “VHRA,” makes it illegal to discriminate against employees on the basis of twelve protected classes: (1) race; (2) color; (3) religion; (4) sex; (5) sexual orientation; (6) gender identity; (7) marital status; (8) pregnancy; (9) childbirth or related medical conditions; (10) age; (11) veteran status; and (12) disability.

The VHRA also makes it illegal to retaliate against employees who report or oppose these forms of illegal discrimination.

However, our knowledge of employment laws is not limited to just the DMV region; we have represented employees in discrimination and retaliation matters across the United States.