Workplace discrimination affects more than a job title or daily routine. It can limit advancement, reduce income, and create an environment where you feel singled out or ignored because of who you are. Title VII gives private sector employees strong protections, and we will help you use those protections to challenge unfair treatment. At Solomon Law Firm, PLLC, we represent employees who need clear guidance, steady support, and a path to accountability. We will help you understand your rights, evaluate your options, and pursue action that protects your career and your well-being.
Why Choose Solomon Law Firm
When discrimination disrupts your work life, you need a legal team that understands how employers make decisions and how to respond with an effective plan. Employees work with our team because we offer:
- Clear explanations of your rights under Title VII and related laws.
- Guidance at every stage of the EEOC process.
- Careful review of timelines, documentation, and employer conduct.
- Strategic support during negotiations, settlement efforts, or litigation.
- A client-focused approach grounded in thoughtful analysis and strong advocacy.
We will help you understand what happened, build a solid record, and seek a result that protects your future.
What Counts as Discrimination Under Title VII
Title VII prohibits discrimination in any employment decision, including hiring, firing, pay, job assignments, promotions, and discipline. It also prohibits harassment tied to a protected trait and retaliation for reporting unlawful conduct. A claim often begins when job actions shift, or workplace behavior becomes hostile because of a characteristic protected by the law.
Race and Color Discrimination in the Workplace
Race and color discrimination can appear in biased remarks, unequal discipline, assignment disparities, or blocked advancement. Employers may also violate the law when facially neutral policies harm certain racial groups in practice. We help employees evaluate how decisions were made, gather evidence, and show patterns that support a claim.
National Origin Discrimination and Accent-Based Bias
National origin discrimination includes unfavorable treatment tied to ancestry, birthplace, accent, cultural practices, or perceived national identity. Employment decisions cannot rely on stereotypes about communication ability, trustworthiness, or “fit.” We assess interview notes, performance evaluations, scheduling practices, and other records to determine whether unlawful bias played a role.
Sex Discrimination, Pregnancy Discrimination, and Pay Inequity
Title VII protects employees from sex-based discrimination, including unequal pay, pregnancy-related mistreatment, and adverse actions tied to stereotypes. Employers must treat pregnancy and related conditions the same as other temporary physical limitations. Our team reviews leave policies, disciplinary decisions, and pay structures to identify inconsistencies that show discriminatory treatment.
Religious Discrimination and Denial of Reasonable Accommodation
Religious discrimination occurs when employment decisions are influenced by an employee’s beliefs or when reasonable accommodation requests are ignored. Claims often arise when scheduling requests are denied without review, when dress or grooming rules are applied unevenly, or when workplace remarks create hostility. We help employees document their requests, evaluate employer responses, and identify patterns that support a claim.
Disability Discrimination and Failure to Provide Reasonable Accommodation
Disability discrimination under the Americans with Disabilities Act occurs when an employer makes decisions based on a physical or mental impairment. Employers must review accommodation requests and consider adjustments that allow qualified employees to perform their work. We help employees document medical needs, assess how the employer responded, and determine whether the conduct supports a discrimination claim.
Age Discrimination for Employees Over 40
Age discrimination under the Age Discrimination in Employment Act protects employees who are 40 or older. Bias may appear in performance evaluations, hiring choices, promotion decisions, or shifting expectations. Some employees hear comments about adaptability, retirement, or energy that reflect age-based assumptions. When these patterns affect pay, assignments, or advancement, the law may apply. We review timelines, decision records, and comparative evidence to determine whether age played a role.
Harassment and Hostile Work Environment Claims
Harassment becomes unlawful when conduct tied to a protected trait becomes severe or pervasive enough to affect the conditions of employment. This may involve slurs, exclusion, unwanted comments, or physical intimidation. We help employees track incidents, preserve communications, and understand how employer responses affect liability.
Retaliation for Reporting Discrimination
Employees often fear reporting discrimination because of the risk of retaliation. Title VII prohibits employers from punishing employees for raising concerns, participating in an investigation, or supporting a coworker’s complaint. Retaliation can involve termination, demotion, schedule changes, or more subtle forms of pressure. We analyze the timeline of events to establish the connection between your protected activity and the adverse action.
How We Support You Through the EEOC Process
Filing a charge with the EEOC is the first step in most Title VII claims. Deadlines move quickly, and evidence can disappear if not preserved early. We help employees:
- Determine whether the conduct falls under Title VII.
- Draft and file an accurate EEOC charge.
- Respond to employer statements.
- Evaluate settlement proposals.
- Prepare for litigation when necessary.
Our goal is to help you make decisions with clear information and a steady plan.
Start Your Discrimination Claim With Trusted Legal Support
If you are facing discriminatory treatment at work, you should not handle the situation alone. We will help you understand your rights, strengthen your case, and pursue a fair outcome. Contact Solomon Law Firm, PLLC to discuss your options and take the next step toward protecting your career.
Frequently Asked Questions
What is the filing deadline for a Title VII charge?
Most employees must file with the EEOC within 180 days of the discriminatory action. In some states with local fair-employment agencies, the deadline can extend to 300 days.
Can I bring a Title VII claim against an employer with fewer than 15 employees?’
Title VII applies to employers with 15 or more employees. Smaller workplaces may still be covered under state or local anti-discrimination laws.
Do I need direct proof of bias?
No. Many cases rely on patterns, inconsistencies, comparator evidence, or timing that show discriminatory intent.