The Equal Employment Opportunity Commission (EEOC) has many laws in place that protect employees from workplace discrimination and sexual harassment. These laws are also in place to protect employees from workplace retaliation, which occurs when an employer punishes an employee for engaging is legally protected activity.
According to the EEOC, it is unlawful for employers to retaliate against their employees for any of the following reasons:
Identifying Workplace Retaliation
Under federal law, employees are protected from retaliation when they complain about workplace discrimination or sexual harassment. However, only changes that have a truly adverse effect on your employment are considered retaliation. Workplace retaliation is not always obvious – sometimes there can be more subtle forms. Retaliation behaviors can include the following:
Sometimes, there are reasonable explanations for negative things happening in the workplace. But if your employer can’t provide you with a legitimate explanation, it’s possible you are being retaliated against.
If you suspect that you are the victim of retaliation, you need to talk to your HR department as well as a reliable retaliation lawyer. Guy D. Loranger is one of the top retaliation lawyers in the Portland, ME area. If you believe you have a potential retaliation case, contact the professional retaliation lawyers at the Law Office of Guy D. Loranger today!
Whether you recently had a child or you’re taking care of an ill family member, sacrifices must be made. Unfortunately, these sorts of obligations often conflict with your professional schedule, forcing you to miss hours, days, or even weeks of work. While you may feel that your professional status is in jeopardy due to these matters, it’s likely that you are actually protected under certain government regulations.
The Family and Medical Leave Act (FMLA) was designed to ensure your right to care for a loved one without any fear of professional retaliation. In some instances, however, an employer may ignore these regulations and unlawfully fire a worker for missing large chunks of work. Keeping this in mind, it’s important that you become aware of the boundaries of your rights as an employee.
Learn More About Your Rights Under The Family & Medical Leave Act
According to the FMLA, certain scenarios permit an eligible worker to take unpaid leave without risk of losing their position. Under this law, the max amount of protected leave is 12 weeks over the course of a yearlong period, and is permitted under the following circumstances:
People all around the country experience workplace discrimination. Because of this, the employment discrimination law has been created and prohibits discrimination in the workplace. This includes discriminating on the basis of race, sex, pregnancy, religion, age or disability. Here are some examples of discrimination in the workplace.
Race discrimination is when you treat someone unfavorably in the workplace based on the color of their skin. This includes any aspect of employment. Discrimination includes racial slurs, offensive remarks, and racially-offensive symbols.
Religious discrimination is when you treat a person unfairly or differently based on their religious beliefs. This includes offensive remarks about a person’s religious practices. The law doesn’t prohibit simple teasing or offhand comments that aren’t serious. According to the U.S. Equal Employment Opportunity Commission, it is illegal to harass a person because of his or her religion.
Age discrimination is when you single someone out or treat someone unjustly because of their age. This includes offensive remarks about a person's age. The law, however, doesn’t prohibit offhand comments or simple teasing that isn’t very serious. The Age Discrimination in Employment Act does not protect workers under the age of forty.
Please call the Law Office of Guy D. Loranger for a discrimination attorney. We serve Portland, Kittery, Ogunquit, Brunswick, and Lewiston, ME. We can help you if you have suffered discrimination based on sex, race, age, disability, sexual orientation, or military service.
Sexual harassment in the workplace is a heinous and all-too common offense that can demean a person and stunt their ability to perform job duties and grow professionally. Even cases that appear to be “minor” or “unintentional” may still have long-term ramifications that need to be addressed immediately, before a problem worsens. If you feel that you’re being placed in a situation in which you aren’t comfortable, it is time to take action.
However, a major reason why so many cases of sexual harassment and discrimination in the workplace go unnoticed is ambiguity. If you are unsure about a situation when you find yourself in compromising circumstances, it is best to take a step back and find clarity so that you understand what to tell your sexual harassment attorney. The following are some questions to ask yourself.
Is this behavior appropriate?
Sexual harassment is loosely defined as sexual advances or conduct, physical or verbal that serves to alter the work environment or offend. If this seems broad, that is because sexual harassment is defined on a case-by-case basis. Harassment and discrimination come in many forms, and rarely is it easy to point to textbook examples.
At the end of the day, any behavior that makes you unsure has already proven to be compromising behavior. Remove the quantifiable “How much was I harassed?” Any amount of harassment is unacceptable.
How is this affecting my job?
Are you staying away from certain areas at work in an effort to avoid someone? Maybe you’re being blocked from achievement despite positive performance, while members of the opposite sex enjoy privilege? The core of this question is the idea of you having to make extra efforts to make up for the harassment that you are experiencing.
Should I seek an attorney?
If someone doesn’t see ramifications for their actions, they will never stop. The problem could even get worse if they are able to continue to harass coworkers with impunity. Whether it is a coworker or boss, you must take action by hiring a sexual harassment attorney.
How should I prepare for my meeting with a sexual harassment lawyer?
Find specific examples of when you were harassed. Think of dates, times and try to remind the specifics of the conduct in question. Emails or statements from people present will also be of use. If it was more than once, gather as much information as possible. A sexual harassment lawyer will walk you through the necessary steps and know what to ask to get the fuller understanding of your case.
Fight sexual harassment in the workplace by taking a stand and seeking a discrimination and sexual harassment attorney today! An attorney will advise you in the best course of action and the steps that can be taken to address this situation for the benefit of you and your career.
If you think that you have been sexually harassed in the workplace, then call Guy D. Loranger, sexual harassment attorney in Portland. Guy offers a free session where he will answer any questions you may have regarding your case.t--�G;@]s
In today’s precarious economic landscape, it can prove quite difficult to gain proper employment. And even if you’re able to find a job, many college grads are forced to work below their level of qualification. Needless to say, if you find a solid job, you should do everything in your power to hang on to the position.
Unfortunately, employees are often dismissed from the workplace for reasons that are beyond their personal control. In many instances, these motives may even be considered unlawful. Throughout the legal profession, this sort of firing is often referred to as “wrongful termination.”
Wrongful termination occurs for a number of the following reasons. If you suspect you were unjustly fired from your current position, it may be time to seek legal assistance. The proper wrongful termination lawyer will help you fight for your legal rights as an employed American citizen.
Was your termination based on race, color, national origin, religion, sex, pregnancy or age?
The U.S. Equal Employment Opportunity Commission enforces an array of laws which ensure that employees receive fair and just treatment from their higher-ups. Employers must abide by these specific laws if they’re in charge of 15 employees or more. If you suspect you were fired due to your race, color, national origin, religion, sex or age, you can be sure that Portland, ME offers anti-discrimination laws concerning your status.
Maybe your termination was based on a physical or mental disability?
After the Americans with Disabilities Act was passed in 1990, employers were no longer allowed to discriminate against disabled employees who were qualified to perform a job with or without reasonable accommodations. These particular accommodations can include modified equipment and accessibility ramps.
Perhaps your dismissal violated public policy?
Employees can’t be fired for seeking workers' compensation. Similarly, employers can’t release their workers for refusing to participate in illegal practices, exercising their union rights or pursuing separate legal rights.
Did your firing infringe upon contractual obligations?
Sometimes, an employee will be presented with a contract that outlines their specific terms of dismissal, or implicit contracts, such as employee manuals, which offer information about their termination. If either of these contracts is breached when an employee is terminated, there’s a chance that it can be classified as wrongful termination.
Was the termination well documented?
It’s generally recognized that employers should treat their staff honestly, fairly, and ethically, especially long-term employees. In many instances, courts will consider your employment history and seniority when evaluating your wrongful termination.
Nobody wants to go back to the drawing board, spending each waking hour completing endless stacks of job applications. If you suspect that you were released from your place of employment due to unlawful factors, be sure to contact one of the friendly representatives at The Law Offices of Guy D. Loranger. To learn more about whistleblower law, don’t hesitate to set up an initial consultation today!S�G8E]s