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July 5, 2017 | Proving Gender Discrimination

Despite more than 50 years of federal and Ohio state laws being enacted to prevent it, gender discrimination remains pervasive in nearly all facets of American life. Equally distressing, proving one has been discriminated against because of one’s gender remains exceedingly difficult.   The Columbus, Ohio gender discrimination lawyers with the Friedmann Firm have helped

May 3, 2017 | How to File an Employment Discrimination Claim in Ohio

Having your employment discrimination claim fully investigated and fairly adjudicated requires following the procedures spelled out by the agency that enforces your rights as a worker or job applicant. The Equal Employment Opportunity Commission (EEOC) handles most discrimination complaints. The EEOC’s guidelines are summarized here. If you have questions about how your case should be

March 15, 2017 | What to Do When Your Employer Won’t Accommodate Religious Practices

Identifying and resolving religious accommodation problems starts with understanding what type of religious protections the law provides for employees.  Ensuring that an employer meets its legal obligation to reasonably accommodate an employee’s religious beliefs and practices can be difficult. A great deal of this difficulty stems from the fact that what type and degree of

February 28, 2017 | Workplace Discrimination You May Witness Everyday

Since passage of the 1964 Civil Rights Act, federal laws administered by the Equal Employment Opportunity Commission have prohibited discrimination against employees and job applicants based on race, religion, sex, and national origin. Subsequent actions by Congress and lawmakers in Ohio have protected people from discrimination on the basis of age, disability, genetics, pregnancy, and

October 10, 2016 | What Constitutes a Wrongful Termination?

“Wrongful termination” is the legal term for an illegal firing. An employer must have a legally defensible reason for ending a worker’s employment. This means, for instance, that a company cannot just say a person failed to meet performance standards; rather, evidence of substandard performance must exist. Lawyers and judges call an unverifiable explanation for

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