A Discrimination Lawyer in Baltimore, MD, Who Will Uphold Your Rights
When you believe that your rights have been infringed and you are looking for some form of support, guidance, and redress, your best bet is to contact our firm at Mallon LLC. Our team here is fully aware of how painful and damaging discrimination can affect individuals and their families.
The attorneys at Mallon LLC represent clients whose employment has been affected by unlawful, discriminatory practices. Federal and state laws prohibit employers from discriminating against employees based on race, color, religion, age, sex, national origin, gender identity, disability, marital status, sexual orientation, and other considerations.
Our firm offers the support of experienced legal advocates who are willing to stand tall beside individuals who need our help the most. We are ready to provide the services of a personal injury lawyer if you've been injured through the negligence of another.
If you've been harassed sexually, we are also prepared to use our training and practical know-how on your behalf. A sexual harassment lawyer will use all the tools available to help you overcome this issue and get the justice or compensation you are eligible for.
Call us to consult with an experienced discrimination lawyer in Baltimore, MD, if your employer has violated your rights. Examples of laws that protect the civil rights of employees include:
Title VII: Title VII of the Civil Rights Act of 1964, 42 USC § 2000e, et seq., prevents employers from discriminatory practices in the hiring, firing, or compensation of employees based on color, race, sex, or national origin, and it prohibits sexual harassment. In the words of the Supreme Court, "It is... the purpose of Title VII to make persons whole for injuries suffered on account of unlawful employment discrimination... [W]here federally protected rights have been invaded, it has been the rule from the beginning that courts will be alert to adjust their remedies to grant the necessary relief." Albemarle Paper Co. v. Moody, 422 US 405, 418 (1975).
The Pregnancy Discrimination Act: Enacted in 1978, the Pregnancy Discrimination Act (PDA) prohibits employers from denying a job or promotion to an individual based on pregnancy, childbirth, and related medical conditions, and an employee cannot be fired or forced to go on leave because of pregnancy. See 42 USC § 2000e (k). The PDA stipulates that individuals affected by a pregnancy, childbirth, and related conditions will be treated the same as other employees (see Young v. United Parcel Service, Inc., 135 S.Ct. 1338, 1344-45 (2015)).
The Age Discrimination in Employment Act: The Age Discrimination in Employment Act (ADEA) prohibits employers from engaging in discriminatory conduct or practices against applicants and employees who are 40 and older based on age. These protections apply to the private sector (29 USC § 621, et seq.) and federal employees (29 USC § 633a).
The Americans with Disabilities Act: The Americans with Disabilities Act, 42 USC § 12101, et seq. (ADA), prohibits employers from disability-related discrimination or harassment against qualified applicants and employees who can perform essential job functions with or without reasonable accommodation.
The Uniformed Services Employment and Reemployment Rights Act: The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) prohibits discrimination against employees called to, or volunteer for, active duty in the military. The law states that when employees return from tours of duty of fewer than five years, their employers must restore them to the same or an equal position they held before their military service. USERRA provides that members of the uniformed services will not be denied reemployment, promotion, or other employment benefits based on their obligation to their branch of service.
The Maryland Fair Employment Practices Act: The Maryland Fair Employment Practices Act (FEPA, Maryland Code, § 20-601, et seq., State Government Article) prohibits discrimination based on gender identity, marital status, or sexual orientation.
The above statutes also provide employees with a legal claim against employers engaged in wrongful retaliation. Employers cannot retaliate against employees who file discrimination charges or undertake other legally protected activities. The Supreme Court has stated that an employer can be held liable for interfering with the enforcement of a discrimination statute by taking materially adverse actions against the filing employee or other employees involved in the proceedings. If you have been affected by employment-based discrimination, call one of our lawyers today.
Rights are not negotiable. They are enshrined in the Constitution of the United States and protected by the laws of our country. You have the right to live free from discrimination, but if you find yourself having someone trampling on your rights in that regard, then let a discrimination lawyer fight for you. Let the power of the law work for you and protect you.
Contact us to schedule your consultation. We represent clients in Baltimore, Maryland, and the surrounding areas, including Prince George's County and Washington, DC.
If you have suffered what you believe is (or maybe) unlawful employment-related discrimination and retaliation, please get in touch with Mallon LLC — your civil rights attorneys — immediately for a no-cost evaluation of your legal rights and the claims you may have. Please note, many employment law claims have shorter time deadlines, by which an employee is required to file to pursue a claim in Baltimore, MD, Prince George's County, MD, and throughout Maryland and Washington DC. Acting promptly is essential to preserve your civil rights discrimination claims or discrimination lawsuit.