Articles Posted in Employment Discrimination

Race discrimination cases can span a broad spectrum, from those involving allegations of employers blatantly and remorselessly setting out to discriminate against certain races to employers whose discriminatory misconduct was wholly lacking in “racial animus.” In either scenario, the discrimination is illegal and can entitle the workers harmed by it to recover substantial compensation. To get the information you need about race discrimination and your workplace, be sure to contact an experienced Atlanta race discrimination lawyer as soon as possible.

One especially pernicious form of race discrimination is something called “race matching.” In these instances, which often arise in the sales industry, the employer considers only candidates of one specific race, believing that a person of that race will “match” with a desired target audience and therefore be more successful with those customers.

K.F. was an African-American sales professional caught up in that sort of illegal practice. In September 2019, a shipping company offered him an account executive position. A short time later, though, the company rescinded the offer, ostensibly after discovering that K.F. had on his criminal record a 2014 misdemeanor for disorderly conduct.

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A few years ago, Harvard University conducted a poll about discrimination. The results revealed that 57% of African-American workers “reported discrimination in pay and consideration for promotions.” While the denial of promotions based on a candidate’s race remains a serious problem, it is also true that some denials of promotions to minority candidates are the result of legitimate, non-discriminatory standards and decision-making. Whether you’re a worker who has experienced a racially discriminatory denial of a promotion, or you’re an employer facing a misguided claim of discriminatory conduct, a knowledgeable Atlanta race discrimination lawyer can help you address your situation promptly and effectively.

A recent race discrimination case that originated here in Atlanta provides an example of the latter of the two possibilities above. The worker, P.D., was an African-American man who worked for the Transportation Security Administration’s Atlanta field office as a supervisory air marshal. In 2016, he applied for two higher-lever positions — one in Atlanta and one in Miami. The TSA awarded the positions to two white employees in February 2017.

One month later, anonymous coworkers at the Atlanta office alleged that P.D. had engaged in a years-long pattern of rampant sexual harassment of female coworkers. The marshal sexually harassed women at “every level” of the Atlanta office and also retaliated against women who rebuffed his advances, according to the letter. The TSA’s investigation into the allegations found that the marshal engaged in misconduct.

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The Americans With Disabilities Act makes it illegal for employers to discriminate against employees or job candidates who have qualifying disabilities. The law also, however, protects workers from employment discrimination arising as a result of their association with someone who has a disability, even if the worker is not disabled in any way. If you think you’ve been the target of associational discrimination — or you’re an employer facing this kind of assertion — you should speak to a knowledgeable Atlanta disability discrimination lawyer, who can help you better understand your rights and options.

An associational discrimination case under the ADA proceeds much like other federal discrimination claims. The worker must first establish that she has a prima facie case of discrimination and, if she does so, the employer must present a legitimate, non-discriminatory reason for the negative action it took against the worker. If both of those things happen, the law shifts the burden back to the worker to demonstrate that the employer’s stated reason was really just a pretext for its discriminatory motive.

As a recent ADA case from the 11th Circuit Court of Appeals demonstrates, it’s important to understand that simply because an adverse employment action follows closely after the employer discovers a worker’s association with a person with disabilities, that alone won’t establish a winning associational discrimination case.

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As an employee or an employer, you undoubtedly understand that the totality of the “terms and conditions” of employment extends beyond just the basics like salary. Fringe benefits, especially things like health insurance coverage and retirement, can represent extremely important terms of employment. Discrimination related to fringe benefits potentially may entitle a worker to take legal action… but the viability of that worker’s lawsuit may depend on whether the discrimination occurred during or after the worker’s period of employment. If you have questions about discrimination and fringe benefits, make sure you’re getting the knowledgeable answers you need by talking to an experienced Atlanta disability discrimination lawyer.

A recent disability discrimination case originating in federal court in Florida is a reminder of the importance of this distinction between alleged discrimination that occurs during employment versus post-employment.

The worker, K.S., was a firefighter for a local government from 1999 to 2018. On Nov. 1, 2018, she took disability retirement at age 47 as a result of her Parkinson’s Disease.

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The poet Gertrude Stein wrote that a rose is a rose is a rose is a rose.” In employment law, though, sometimes a resignation is not a resignation. Workers and employers should be aware that, if there’s evidence that a worker was forced by intolerable conditions to resign, the law will consider that resignation the equivalent of a termination. That includes things like sexual harassment so bad that it negatively affects a worker’s psychological well-being. If you have questions about a situation such as this, whether you’re an employer or an employee, make sure you’re getting reliable answers by talking to an experienced Atlanta sexual harassment lawyer.

As an example, we can look at the sexual harassment case of A.C., a woman working as a security officer for an Acworth-based company. The federal court for the Northern District of Georgia issued an important ruling this past May in the case (originally filed in 2021) in which it clarified what plaintiffs do and don’t need to establish a constructive discharge based on sexual harassment.

Less than a year after the woman started, a male coworker allegedly began sexually harassing her. The alleged harassment included making “lewd statements,” “touching her in an ‘unwelcome and inappropriate’ manner,” and cornering her in a closet while threatening sexual contact.

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Any federal employment discrimination lawsuit is something worth taking very seriously, whether you’re the worker pursuing the case or the employer being sued That includes assessing the ways an employer can defeat a claim, potentially even before the lawsuit makes it to trial.
Whichever side you’re on, you can strengthen your position by getting in touch with an experienced Atlanta disability discrimination lawyer about the matter.

A recent disability discrimination case from here in Georgia is an example of an employer succeeding on a summary judgment motion and avoiding a trial on a worker’s disability discrimination case.

S.L. worked as a lineman for a Georgia electric utility. The employer required all its linemen to maintain a valid commercial driver’s license (CDL) at all times. The employer defined possession of a CDL as essential to the job of a lineman as, according to the employer, any lineman might need to drive a commercial vehicle on an unpredictable basis.

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As a worker, successfully pursuing a discrimination claim can involve many hurdles. In addition to having strong evidence, you have to file on time, you have to comply with all the rules of procedure and you have to overcome your employer’s defenses. Doing these effectively often requires in-depth knowledge and experience, which is why it frequently pays to have a skilled Atlanta disability discrimination lawyer on your side from the start.

A disability discrimination case from here in the metro Atlanta area shows this process in action, with an employee overcoming an immunity argument and ultimately recovering a six-figure judgment, according to the Clayton Crescent.

B.W. was an employee of the Clayton County Sheriff’s Office and a woman with post-traumatic stress disorder (PTSD). The woman sought — and obtained — intermittent leave under the Family and Medical Leave Act to deal with her PTSD symptoms, which included “severe headaches, debilitating anxiety, and panic attacks.”

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The Americans With Disabilities Act has been a part of federal law for 33 years. Despite that long-standing history, the complexity of this area of the law continues to yield compliance problems in workplaces across Georgia and the United States. Given the intricacy of disability law and the high stakes involved (both for a worker with disabilities or an employer,) it is wise to contact a knowledgeable Atlanta disability discrimination lawyer to get reliable answers to questions about your circumstance.

A recent appellate decision from the 11th Circuit Court of Appeals has dispensed some good news to both employees with disabilities and employers. The employee in the case, T.B., was deaf and communicated primarily using ASL (sign language.)

When T.B. worked as a materials handler for an auto parts store, he asked his employer for a disability accommodation. Specifically, he sought an ASL interpreter for a variety of employment-related functions, including meetings, training sessions, and a company picnic. As an additional accommodation, he requested test message summaries of his daily pre-shift meetings.

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Transgender people face discrimination in many settings, and that includes the workplace. One way is when their employers provide insurance coverage to employees in a discriminatory manner. If your employer’s insurance plan discriminates against your gender-affirming care, that potentially can represent a violation of federal law and you should talk to an Atlanta employment discrimination lawyer about your situation.

Currently, several state government workers are pursuing a discrimination case exactly like this.

M.R., one of the employees, is a staff accountant at the Department of Audits and Accounts and a trans man. The accountant’s doctor recommended certain surgical procedures. The Georgia State Health Benefit Plan denied coverage, so the accountant sued.

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Eight years ago this month, the U.S. Supreme Court issued its landmark ruling in Obergefell v. Hodges establishing marriage equality across the U.S. Even though marriage equality is the law of the land, gay and lesbian people still encounter many hurdles. If you’ve encountered illegal discrimination because of sexual orientation or your same-sex marriage, then you should contact an experienced Atlanta discrimination lawyer to help protect your rights.

A few months ago, the U.S. Congress last year took an important step in protecting gay and lesbian couples. The action occurred in the wake of a Supreme Court ruling that, on its face, had nothing to do with marriage equality.

In June 2022, the court issued a ruling in the abortion case of Dobbs v. Whole Women’s Health. The court’s majority opinion addressed abortion rights, but Justice Clarence Thomas’ concurring opinion theorized that the notion of “substantive due process” is “demonstrably erroneous.” (Substantive due process is the legal concept underpinning many modern rights cases like Griswold v. Connecticut (contraception,) Lawrence v. Texas (same-sex intimate relations,)… and Obergefell.)

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