Workplace discrimination is a serious issue in Montgomery County, affecting employees in various sectors. Mansour Law, LLC helps workers recognize unlawful treatment, collect evidence, and pursue remedies under federal and Pennsylvania law when discrimination occurs.
What Is Workplace Discrimination in Pennsylvania?
Workplace discrimination occurs when an employer treats a worker unfavorably because of a protected characteristic. Federal and Pennsylvania law protect workers from adverse treatment based on traits that have nothing to do with their ability to perform the job, including:
- Race or color
- Sex, gender identity, or sexual orientation
- Religion
- National origin or ancestry
- Age (40 and over)
- Disability
- Pregnancy or familial status
- Genetic information
Common Types of Workplace Discrimination
Discriminatory conduct can take many forms, some obvious and some buried in policies that appear neutral on their surface. Our lawyers regularly handle cases involving:
- Failure to hire or promote
- Unequal pay for substantially similar work
- Hostile work environment and harassment
- Denial of reasonable accommodations
- Demotion or unfavorable job assignments
- Disciplinary action based on stereotypes
- Termination linked to a protected characteristic
Workplace Discrimination Laws
Several overlapping statutes protect Montgomery County workers. A single incident can give rise to claims under multiple laws simultaneously. The most commonly applied protections are as follows:
- Pennsylvania Human Relations Act (PHRA): Prohibits discrimination by most employers with four or more employees and is enforced by the Pennsylvania Human Relations Commission.
- Title VII of the Civil Rights Act of 1964: Bars discrimination based on race, color, religion, sex, and national origin at employers with 15 or more workers.
- Americans with Disabilities Act (ADA): Requires covered employers to provide reasonable accommodations to qualified workers with disabilities.
- Age Discrimination in Employment Act (ADEA): Protects workers 40 and older from age-based adverse employment decisions.
Proving Discrimination
Most employers do not openly acknowledge discriminatory intent. These cases are typically built on circumstantial evidence demonstrating a pattern of unequal treatment. Useful documentation may include the following:=
- Performance reviews
- Email communications
- Comparisons of data for similarly situated coworkers
- Witness statements
Under Pennsylvania law, once a prima facie case is established, the burden shifts to the employer to provide a legitimate, non-discriminatory reason for the action. Evidence of pretext can then be used to show that the stated reason is not the true motive.
Negotiating Severance and Settlements
Many discrimination claims are resolved through negotiated settlements that may include compensation for lost wages, emotional distress, attorney’s fees, and revisions to company policies. Severance agreements frequently contain releases of claims, so it is important to carefully review the terms before signing. Doing so helps ensure you preserve your right to pursue full compensation rather than accepting a reduced offer prepared by the employer’s counsel.
Don’t Wait to Contact Our Employment Law Attorney in Montgomery County
Filing deadlines for discrimination claims are strict. Contact Mansour Law, LLC at 610-321-3538 or online for a free consultation with our employment law attorney in Montgomery County.
