In its most basic sense, discrimination is the unfair or prejudicial treatment of different categories of people or individuals. It involves distinguishing between them and favoring one over another, often leading to unequal outcomes. This inequitable treatment can occur in various ways, from subtle slights to overt acts of hostility, and can have significant negative consequences for the individual or group targeted.
One setting where discrimination is especially problematic is the workplace. People facing discrimination at work can suffer in multiple ways, including:
Fortunately, employment discrimination is illegal in Ohio, and if you feel like you have been a victim of that behavior, a Columbus discrimination lawyer can protect your rights.
Employers have legal obligations to treat employees and job applicants fairly and equally regardless of any person’s age, race, sex, gender, national origin, religion, disability, pregnancy status, LGBTQ status or history of military service. Federal and state laws call these characteristics “protected classes.”
When a person in a protected class does not get hired for a job he or she is qualified to hold, gets fired from a job he or she was performing well or experiences harassment, they may need advice and representation from a Columbus employment discrimination attorney.
The Friedmann Firm, LLC, handles a wide range of employment discrimination cases, including:
Even senior executives and managers are protected under employment discrimination laws. Executives are often subject to unique pressures, including retaliation after reporting discrimination or being replaced for biased reasons masked as “strategic restructuring.” Federal and state protections prohibit discrimination at all employment levels, including executive and leadership positions.
Gender discrimination occurs when an employer treats you differently because of your sex, gender identity, or gender expression. Unequal pay and exclusion from advancement opportunities are just two examples. It’s unlawful to discriminate based on sex, including gender identity and sexual orientation. Furthermore, the Equal Pay Act of 1963 requires that men and women performing substantially equal work be paid equally.
The Americans with Disabilities Act (ADA) and Ohio law protect workers with disabilities from unfair treatment. These laws also require employers to provide reasonable accommodations when feasible. Disability discrimination includes refusing to hire someone because of a medical condition, denying accommodations, or firing someone after a medical disclosure. If your employer refused to discuss accommodations or penalized you for a medical condition, you may have experienced disability discrimination.
The Age Discrimination in Employment Act (ADEA) protects workers age 40 and older from age-based bias. Comments about “fresh energy” or “new perspectives,” consistently hiring younger workers, or forced retirement policies can all indicate age discrimination. Ohio and federal protections prohibit discrimination based on age in hiring, pay, or termination decisions. Employers are also prohibited from retaliating against you for reporting age discrimination or participating in an investigation about the discrimination.
Pregnancy discrimination violates both the Pregnancy Discrimination Act (an amendment to Title VII), the Pregnant Worker’s Fairness Act (PWFA), and the Ohio Civil Rights Act. You have the right to work while pregnant, to take leave related to childbirth or medical conditions, to seek reasonable accommodations based on your pregnancy, and to return to your job after maternity leave. Employers cannot demote you or take other adverse action against you simply because you are pregnant.
Discrimination based on sexual orientation and gender presentation includes harassment and termination based on being gay, lesbian, bisexual, transgender, or non-binary. If your employer treated you differently after you came out, made inappropriate remarks, or denied spousal benefits available to heterosexual employees, you may have grounds for a discrimination claim.
Employers must make reasonable efforts to accommodate your religious beliefs and practices. Reasonable accommodations might include flexible scheduling for religious holidays, allowing certain dress or grooming practices, or providing private space for prayer. If an employer refuses to hire you because of your beliefs, disciplines you for taking religious holidays, or pressures you to participate in activities that conflict with your faith, you may have a claim. Harassment or mockery based on religion also violates the law.
The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects service members from discrimination based on past, present, or future military service. Employers must hold your position or a similar one open during your service and must reinstate you when you return. They also cannot deny promotions or benefits because of your military obligations. National Guard and Reserve members receive the same protections.
Federal and state laws prohibit employers from discriminating based on ancestry, ethnicity, or national origin. This includes citizenship status and having an accent. Furthermore, your employer cannot impose English-only policies unless it’s necessary for business operations. They also may not harass or stereotype you because of your heritage. If you have experienced any of these examples, you may have a national origin discrimination claim.
Title VII and Ohio law protect you from being fired, denied promotions, or paid less because of your race. Racial harassment, including slurs and displays of racist imagery, can also create a hostile work environment. Employers are required to take corrective action once they know or should have known about the harassment. If you have experienced these types of comments or behaviors, you may have a racial discrimination claim.
Federal discrimination complaints are filed with the Equal Employment Opportunity Commission (EEOC). State-level claims are filed with the Ohio Civil Rights Commission (OCRC). These agencies investigate workplace discrimination and may issue a “Right to Sue” letter allowing you to bring a lawsuit in court. Consulting our firm before filing can help you present a strong claim, meet those deadlines, and ensure you are meeting the requirements for a lawsuit down the road.
Employees and job applicants have rights and protections under several laws such as the Age Discrimination in Employment Act (ADEA), Title VII of the Civil Rights Act of 1964, the Pregnancy Discrimination Act, the Family Medical Leave Act (FMLA) and the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). The Columbus, Ohio-based discrimination lawyers with The Friedmann Firm are committed to ensuring people have every opportunity to enjoy those protections and to exercise those rights.
As employment discrimination attorneys in Columbus, Ohio, we handle civil lawsuits for plaintiffs and we often resolve employment disputes pre-litigation, which is typically better for our clients. We also welcome opportunities to help employers understand the rules and regulations they must comply with so they can avoid allegations of employment discrimination.
Many different situations can make speaking with or hiring a Columbus workplace discrimination lawyer worthwhile. Consider:
These are just a few examples of discriminatory behavior. It is by no means a comprehensive list. Ultimately, if you feel as though you’ve been treated unfairly based on who you are rather than the work you do, you may have a claim for employment discrimination and a need for a Columbus discrimination lawyer.
Employment discrimination is a complex topic, and our Columbus, OH, employment discrimination lawyers can answer your questions. We’ve answered some of the most common questions our attorneys receive for you below.
How do federal laws affect Ohio employment discrimination cases?
Federal laws often shape how your Ohio employment discrimination case moves forward, even when the dispute arises in a non-federal workplace. Congress created laws like Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act to set nationwide rules for fair treatment at work. Among other provisions, these statutes define protected classes, ban discriminatory conduct, and outline remedies for workers.
Ohio law often mirrors these federal protections and, in some situations, expands them. If you work at a Columbus business, you can bring claims under federal law, Ohio law, or both, depending on the facts of your case.
Federal law also controls key procedural steps. For many claims, you must file a charge with the federal Equal Employment Opportunity Commission before filing a lawsuit. Because these rules interact, early legal guidance can help you evaluate your options, avoid missed deadlines, and decide where to file your claim.
Do I have an employment discrimination claim even if I wasn’t fired?
Yes, you can still have an employment discrimination claim even if your employer did not fire you. For example, discrimination can include denying you promotions, cutting your hours, reducing your pay, assigning worse duties, or blocking training for a higher-level or better-paying position. Repeated harassment or offensive comments in violation of anti-discrimination laws can also interfere with your ability to do your job.
Your case may also involve retaliation. If your employer punishes you after you report discrimination, request an accommodation, or take protected leave, that conduct can support your claim.
What should I do if my Ohio employer is discriminating against me?
If your Ohio employer is discriminating against you, start by documenting what has happened so far. Write down dates, times, witnesses, and exact statements or actions by your manager or others at your workplace. You should also save emails, texts, reviews, schedules, and policy documents that might support your account.
Next, review your employer’s handbook and reporting procedures. If the process makes sense for your situation, you can report the discriminatory conduct internally. Some cases improve at this stage, while others do not. You should also pay close attention to timing, as Ohio and federal laws set strict deadlines for filing discrimination charges.
Can executives, managers, or long-term employees bring employment discrimination claims?
Executives, managers, and long-term employees have the same protections as other workers under Ohio and federal law. Your job title, pay level, or years of service do not diminish your right to fair treatment at work.
Discrimination can affect senior employees in different ways. You may face sudden discipline, exclusion from decisions, blocked advancement, or job loss tied to bias rather than performance. If those explanations do not match the facts, your case may still involve unlawful discrimination.
What should I do if my employer retaliates after I file a discrimination claim?
If your employer retaliates after you file a discrimination claim, document every change in your treatment. Track any disciplinary actions, schedule changes, pay cuts, negative reviews, or exclusions that start after your complaint. Similarly, save any messages from management, write down relevant conversations, and note anyone who witnessed each event.
You should not ignore these actions or assume they will stop on their own. An employment discrimination lawyer from a Columbus law firm can help you assess how retaliation affects your case, protect your position at work, and decide what next steps make sense.
The questions listed above represent just a handful of situations in which a Columbus employment discrimination attorney can be of service. All instances of unequal and unfair treatment of an employee or job seeker motivated by discriminatory intent demand to be called out and corrected. Contacting an employment discrimination attorney in the Columbus, Ohio, offices of The Friedmann Firm can be an essential first step toward seeking justice.
You can schedule a free and confidential consultation online or schedule an appointment by calling 614-610-9755 with our top-rated employment discrimination lawyers in Columbus, Ohio. We have appeared in local and federal courts across Ohio so do not hesitate to reach out if you live in or around Columbus, Cleveland, Toledo, or Cincinnati.
