Bryan Chapman represents employees in the federal courts of Washington, D.C. and Maryland who have been emotionally or financially harmed by their employer's egregious acts of workplace discrimination or retaliation.
The goal of the litigation is to force the employer to pay compensation for the employee's emotional and financial harm in the form of a settlement or jury award.
See Mr. Chapman's Employment Discrimination Blog at www.baclaw.wordpress.com
Get in touch with Mr. Chapman to set up a consultation:
CALL 202 508-1499
sexual harassment sex discrimination
race discrimination national origin discrimination
religious discrimination age discrimination
disability discrimination retaliation
- Sex Discrimination
Federal laws prohibit discrimination based on sex with respect to all terms and conditions of their employment, including but not limited to: hiring, compensation, promotion, treatment on the job, termination.
- Race Discrimination
Federal laws protect employees from being treated less favorably, receiving fewer job or promotional opportunities, termination and more—including allowing an employee to be subjected to severe or pervasive harassment—based on race.
- National Origin Discrimination
Federal laws protect employees from being treated less favorably, receiving fewer job or promotional opportunities, termination and more—including allowing an employee to be subjected to severe or pervasive harassment—based on national origin.
- Disability Discrimination
Federal laws prohibit discrimination on the basis of disability in all employment practices. An employer may not discriminate against a qualified individual with a disability because of that employee’s disability, nor may the employer deny the employee a reasonable workplace accommodation that would allow the employee to perform his or her job.
Federal laws prohibit employers from discriminating against employees on the basis of their religion. This discrimination may come in the form of adverse employment actions, but may also include harassment based on an employee’s religion. Employers are also required to provide reasonable accommodations for their employees’ religious practices and beliefs unless the employer can demonstrate that such an accommodation would cause them an “undue hardship.”
- Age Discrimination
Federal laws prohibit the mistreatment of workers age 40 and over because of their age. This includes all aspects of employment including hiring, promotions, training, salary, job assignments and termination. Workplace age discrimination also includes harassment based on age that creates a hostile or offensive work environment.
Federal laws protect employees who oppose discriminatory conditions at work and face retaliation for their actions. Unlawful retaliation can include refusal to hire, demotion, tranfer to undesirable job duties, or termination of the employee who has filed a charge of discrimination with the employer or with the Equal Employment Opportunity Commission (EEOC), or has participated in the investigation of discrimination.
Title VII of the Civil Rights Act of 1964 - prohibits workplace discrimination based on an employee's race, sex, national origin, or religion.
The Americans with Disabilities Act, or ADA - prohibits workplace discrimination based on an employee's disability.
The Age Discrimination in Employment Act, or ADEA - prohibits workplace discrimination based on an employee's age.
Back pay for lost wages
Front pay for future lost wages
Litigation costs and attorney fees
"Injustice anywhere is a threat to justice everywhere.”
— Martin Luther King, Jr.