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Stavros Law P.C. is a Utah law firm providing legal services to individuals and businesses in Utah, the Mountain West and across the United States, including Salt Lake City, Draper, Sandy, South Jordan, West Jordan, Lehi, Provo, Orem and Spanish Fork. Our lawyers provide civil litigation, trial and appeal work to clients in federal and state courts throughout the United States. We provide litigation and counseling services for clients in the areas of business and commercial law, employment and labor law, health care law and family law.
The employment law attorneys at Stavros Law have significant experience representing clients in employment discrimination claims. We regularly represent employees and employers in federal and state court asserting or defending against employment discrimination claims.
Unlawful discrimination is a common workplace issue that is frequently litigated in state and federal courts. It is common for employees to claim that they have been denied a job, advancement opportunities, or equal pay because of discrimination against their race, color, age, sex, religion, national origin, disability, sexual orientation or gender identity. If you are an employee or employer dealing with one of these claims in Utah or across the United States, you need the guidance of an employment lawyer with experience on both sides of these disputes.
Our Employment Law Experience - Employment Discrimination Lawyers
Our employment law attorneys have an unprecedented track record in employment discrimination cases. We have experience with discrimination claims brought under all of the following laws (as well as many other laws):
Title VII of the Civil Rights Act of 1964 (Title VII). Title VII makes it illegal for employers with fifteen or more employees to discriminate in the terms, privileges or conditions of employment on the basis of an employee's race, color, religion, national origin, or sex. In addition to preventing discrimination, the law also prohibits harassment and makes it illegal for an employer to retaliate against an employee or other person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination lawsuit.
Pregnancy Discrimination Act (PDA). The PDA amended Title VII to make it unlawful for an employer to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. As with the other discrimination statutes, the PDA also prohibits retaliation against an employee or other person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination lawsuit.
Americans with Disabilities Act of 1990 (ADA). The ADA makes it unlawful for employers to discriminate against individuals with disabilities and requires that employers provide reasonable accommodations to the known disabilities of employee's in order to assist them in performing the essential functions of their positions, unless doing so what impose an undue burden. The ADA also makes it illegal to retaliate against an employee or other person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination lawsuit.
Rehabilitation Act of 1973 (RA). The RA prohibits discrimination against an employee with a disability in the federal government or those private employers receiving federal funding from the government. As with the ADA, the RA requires employers to reasonably accommodate known disabilities of an employee, unless doing so would impose an undue burden. The RA also prohibits retaliation.
Age Discrimination in Employment Act of 1967 (ADEA). The ADEA prohibit discrimination because of a person's age (only those 40 years or older are protected under the ADEA). As with the other discrimination statutes, it also prohibits harassment because of an employee's age and makes it illegal to retaliate against an employer or other person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination lawsuit.
Equal Pay Act of 1963 (EPA). The EPA requires "equal pay for equal work." The EPA makes it illegal to pay different wages to men and women if they perform substantially equal work in substantially equal situations. Employees perform substantially equal work when they perform job duties that require substantially equal skill, effort, and responsibility. As with the other discrimination statutes, the EPA makes it illegal for employers to retaliate against employees or other persons for complaining about equal pay, participating in a complaint or opposing unequal pay practices.
Uniformed Services Employment and Re-employment Rights Act of 1994 (USSERA). USERRA entitles eligible members of the military to certain re-employment rights and prohibits discrimination, harassment and retaliation on the basis of military service.
The discrimination provisions of USERRA apply to applications for employment, reemployment, retention in employment, promotion, or any other benefit of employment. It also prohibits retaliation.
Genetic Information Nondiscrimination Act of 2008 (GINA). GINA prohibits employers from using an employee's genetic information as the basis for employment decisions and provides confidentiality protections to an employee's genetic information in the possession of an employer. GINA also prohibits employers from requiring employees to provide genetic information.
Civil Rights Act of 1866 (Section 1981). Section 1981 prohibits racial discrimination and racial harassment. It also prohibits discrimination on the basis of ethnicity that is racial. Section 1981 also prohibits retaliation based on race. Section 1981 applies to both private employees and all employees of state and local governments, but does not apply to federal employees.
Utah Antidiscrimination Act of 1965 (UADA). The UADA is Utah's workplace discrimination act. It prohibits employment discrimination on the basis of race, color, national origin, gender, religion, age, disability, sexual orientation and gender identity. In addition, the UADA prohibits employment discrimination on the basis of pregnancy, childbirth or pregnancy-related conditions.
Employment discrimination cases typically involve claims of:
Being refused a job for which the applicant is qualified on the basis of the applicant's protected characteristic (e.g., race);
Receiving lower pay than someone performing the same work under similar circumstances because of the person's protected characteristic (e.g., gender)
Being denied opportunities for advancement or promotion due to the employee's protected characteristic (e.g., disability);
Being harassed or otherwise made to feel inferior due to your protected traits (e.g., religion)
Being terminated because of your race, national origin, color, religion, military status, disability, age, gender, sexual orientation, gender identity or other characteristic protected by law.
Essential to every discrimination claim is the lack of some other lawful reason for the conditions complained of by the employee other than the employee's membership in one of the protected classes relating to race, age, gender, disability, religion, national origin, color, gender identity and sexual orientation.
In all of our employment law and discrimination cases, including cases involving sexual harassment, wage and hour violations, and wrongful termination, we take an approach that seeks to aggressively protect your rights. We prepare every case as if it's going to trial, and we take cases to trial that need to be tried in order to obtain the recovery you deserve. However, we know that there are often better solutions than a long, expensive and stressful trial, so we work hard to find the simplest and most advantageous path for you, while protecting your interests.
If you would like to discuss you situation and what rights you may have, please call us at (801) 758-7604 or contact us online.