Workplace Discrimination

A network of state and federal laws protect employees in how they are treated at work. The employment discrimination lawyers of Armstrong Law Firm, P.L.C. represent employees throughout Oklahoma who are victims of discrimination in hiring, firing, discipline, or discharge.

Our Tulsa, Oklahoma workplace discrimination lawyers have obtained substantial settlements and verdicts in favor of workers for employment practices and applicant screening that violates Title VII of the Civil Rights Act of 1964, and other anti-discrimination laws. We handle all aspects of state and federal employment law.

Race Discrimination / National Origin

It is illegal for employers to use racial discrimination or a person’s ethnic background in weeding out job applicants, making promotion decisions, layoffs or any other employment decisions. Race discrimination can include racial or ethnic jokes or slurs in the workplace, and discriminatory company policies or practices.

Disability Discrimination

The Americans with Disabilities Act (ADA) prohibits employers from discriminating against anyone with a disability who is qualified for the position, including hiring, pay, promotions, and termination. Additionally, the employer must make reasonable accommodations for a disabled worker to enable them to do their job.

Age Discrimination

The Age Discrimination in Employment Act of 1967 (ADEA) protects workers over forty years of age against employment discrimination. It is against the law to fire, not hire, reclassify to reduce pay or otherwise discriminate on the basis of age.

Religious Discrimination

Your employer cannot hire, fire, discipline or otherwise mistreat you because of your religion or spiritual beliefs. This includes harassment by supervisors or co-workers.

Family & Medical Leave Act

The Family & Medical Leave Act (FMLA) allows workers up to twelve weeks of unpaid leave for pregnancy, childbirth and care of a newborn or adopted child. The employee must be allowed to return to the same job with the same pay, without losing seniority or benefits, and without retaliation.

The FMLA also applies to employees who require extended leave for personal health reasons (e.g., surgery, illness) or to care for a family member who is ill. The twelve weeks do not have to be taken all at once.

Wrongful Termination

An employer can fire you for many reasons. However, you may have a wrongful termination lawsuit if you were let go for an “illegal reason” such as race, age, sex, religion, marital status, national origin or disability: retaliatory discharges for pregnancy, FMLA medical leave, or filing a discrimination claim; discharge for filing a Workers Compensation claim; or whistleblower retaliation for reporting safety or other employer violations.

Sex Discrimination / Gender Discrimination

Title VII prohibits discrimination on the basis of sex, including preference for one gender in hiring or advancement. The Equal Pay Act also requires that men and women be paid the same for the same or comparable positions. Sexual harassment is a form of sex discrimination and also illegal under the Civil Rights Act. Another form of prohibited gender discrimination would include pregnancy discrimination.

Sexual Orientation Discrimination

Federal and state laws do not specifically prohibit discrimination against gay or lesbian persons in employment practices. However, there are some legal protections for people refused employment or otherwise discriminated against or harassed in the workplace because of gender stereotypes.

Don’t Miss Your Chance To Make a Claim

At Armstrong & Vaught P.L.C. we have been helping workers in the Tulsa, Oklahoma area bring claims against their employers since 1983. We offer a free consultation and evaluation of your employment law claim and we take all cases on a contingent fee basis. In the rare event we do not obtain fair compensation for you through trial or negotiation, you pay no attorney’s fees or costs.

Call us at (918) 582-2500 or toll-free at (800) 722-8880 or complete the simple form below.

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