Practice Areas Washington, D.C. Employment Law Washington, D.C. Discrimination

Washington, D.C. Discrimination Lawyer

Discuss Your Legal Rights with an Experienced Lawyer in Confidence

If you have experienced discrimination in the workplace, you have clear legal rights. Several federal laws and the Washington, D.C. Human Rights Act (DCHRA) prohibit discrimination in all aspects of employment. Depending on your individual circumstances, you may be entitled to back pay, reinstatement, and/or other remedies, and you will want to discuss your legal options with an experienced Washington, D.C. discrimination lawyer promptly.

Our lawyers handle all types of discrimination complaints on behalf of job applicants and employees (including former employees) in Washington, D.C. If you have a claim, we can help you understand the remedies you are entitled to pursue. We can also walk you through the process of filing a claim and, if you decide to move forward, work quickly to take appropriate legal action on your behalf.

Grounds to File a Discrimination Claim Against Your Employer (or Former Employer)

Job applicants and employees in Washington, D.C. can pursue discrimination claims on numerous grounds. As noted above, federal anti-discrimination laws and the DCHRA prohibit discrimination in all aspects of employment. This includes (but is not limited to):

• Job postings and hiring
• Compensation and benefits
• Job placement
• Job location assignments
• Pay raises and promotions
• Disciplinary actions and demotions
• Termination of employment

Employers in Washington, D.C. are prohibited from taking these adverse employment actions (among others) based on any job applicant’s or employee’s protected characteristics. If you have experienced an adverse employment action based on any of the following, you should consult with a Washington, D.C. discrimination lawyer about the options you have available:

• Age (18 or older)
• Color
• Credit information
• Disability
• Family responsibilities
• Family status
• Gender identity or expression
• Genetic information
• Marital status
• National origin
• Personal appearance
• Political affiliation
• Race
• Religion
• Sex
• Sexual orientation
• Status as a victim of domestic violence

Even these are just examples. Ultimately, if you believe that you were fired, denied a job opportunity, or subjected to any other adverse employment-related decision based on anything other than a legitimate qualification for the job in question, it will be worth talking to a lawyer to ensure that you are making informed decisions. Likewise, if you have experienced sexual harassment on the job, you should talk to a lawyer in this scenario as well, as sexual harassment is prohibited as a form of sex-based discrimination.

Anti-Discrimination Laws that Protect Employees in Washington, D.C.

Several laws protect employees in Washington, D.C. against employment discrimination. While some of these laws apply only to employers with 15 or more employees (or, in some cases, 20 or more), others apply to all employers regardless of size. The laws in this latter category include the DCHRA, which prohibits all of the forms of discrimination listed above.

Some of the main laws that protect employees in Washington, D.C. against discrimination in the workplace include:

The Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 (Title VII) prohibits discrimination based on color, national origin, race, religion, and sex. Under Title VII, “sex” includes pregnancy, sexual orientation, and transgender status. Title VII also prohibits employers from retaliating against employees who file complaints related to these forms of discrimination or who oppose them in the workplace. It applies to employers with 15 or more employees.

Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities. It also requires employers to provide “reasonable accommodations” to employees with disabilities who request them. The ADA applies to employers with 15 or more employees.

Age Discrimination in Employment Act (ADEA)

The Age Discrimination in Employment Act (ADEA) prohibits discrimination against employees based on their age when they are 40 years of age or older (the DCHRA prohibits age-based discrimination against employees who are 18 years of age or older). The ADEA applies to employers with 20 or more employees.

Equal Pay Act (EPA)

The Equal Pay Act (EPA) requires employers in Washington, D.C. to pay men and women equally for substantially equal work. It applies to all employers regardless of size. While there are several factors involved in assessing whether work is “substantially equal” under the EPA, employees—and primarily women—can file EPA claims in a wide range of circumstances.

Genetic Information Nondiscrimination Act (GINA)

The Genetic Information Nondiscrimination Act (GINA) makes it unlawful for covered employers to discriminate on the basis of “information about an individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about the manifestation of a disease or disorder in an individual’s family members (i.e., family medical history).” As the U.S. Equal Employment Opportunity Commission (EEOC) also makes clear, “[a]n employer may never use genetic information to make an employment decision because genetic information is not relevant to an individual’s current ability to work.” The GINA applies to employers with 15 or more employees.

Pregnancy Discrimination Act (PDA)

The Pregnancy Discrimination Act (PDA) prohibits all forms of pregnancy-based discrimination in the workplace. This includes discrimination based on attempts or desires to become pregnant, current pregnancy, past pregnancy, medical conditions related to childbirth (including lactation and breastfeeding), and decisions regarding birth control and abortion. The PDA applies to employers with 15 or more employees.
Passed in 2022, the Pregnant Workers Fairness Act (PWFA) supplements the PDA by establishing the right for employees to request reasonable accommodations for pregnancy and pregnancy-related medical conditions (similar to the rights afforded to employees with disabilities under the ADA). Our lawyers handle cases under the PDA and the PWFA in Washington, D.C.

Washington D.C. Human Rights Act (DCHRA)

The Washington, D.C. Human Rights Act (DCHRA) prohibits numerous forms of employment discrimination. As noted above, it applies to all employers in Washington, D.C. regardless of size. For job applicants and employees with claims under the DCHRA, seeking justice generally involves filing a complaint with the Washington, D.C. Office of Human Rights (OHR).

FAQs: Filing an Employment Discrimination Claim as a Current or Former Employee

How Do I File a Discrimination Complaint Against My Employer in Washington, D.C.?

The steps you need to take to file a discrimination complaint against your employer in Washington, D.C. depend on the specific law (or laws) that protect you. With this in mind, there are three primary options available:

• Filing a complaint with the Washington, D.C. Office of Human Rights (OHR)
• Filing a complaint with the U.S. Equal Employment Opportunity Commission (EEOC)
• Filing a lawsuit against your employer (or prospective or former employer) in court

If you have grounds to file a complaint, a Washington, D.C. discrimination lawyer at our firm can help you understand the steps you need to take in order to assert your legal rights. We can also assert your legal rights on your behalf. It is also worth noting that employees and employers can settle disputes in all three types of cases, and many successful discrimination cases end with negotiated settlements.

What if My Employer’s Main Office Isn’t in Washington, D.C.?

If you work in Washington, D.C., you can file a discrimination complaint in the District regardless of where your employer’s main office is located. This is true whether you work at a satellite office or you work remotely.

What Remedies Can I Seek if I File a Discrimination Complaint in Washington, D.C.?

While the specific remedies you can seek depend on your specific circumstances, generally speaking, victims of discrimination have various options when it comes to asserting their legal rights. Some examples of potential remedies in employment discrimination cases include:

• Job placement or reinstatement
• Compensation for lost income and benefits
• Compensation for emotional distress
• Punitive damages
• Legal fees and costs

In appropriate cases, job applicants and employees can also seek to force changes in employers’ policies, work environments, and company cultures. Once our lawyers learn about your case, we will be able to help you make an informed decision about what remedies to pursue.

Do I Need to Hire a Lawyer to File an Employment Discrimination Case in Washington, D.C.?

No, you are not required to hire a lawyer to file your employment discrimination case in Washington, D.C. This is true whether you need to file your claim with the Washington, D.C. OHR, the EEOC, or in court. With that said, there are several important ways an experienced lawyer will be able to help you in this scenario—from determining where to file your complaint to calculating the damages you are entitled to recover. As a result, while hiring a lawyer isn’t required, we strongly recommend putting an experienced Washington, D.C. discrimination lawyer on your side.

Schedule a Confidential Consultation with a Washington, D.C. Discrimination Lawyer Today

If you are interested in speaking with a Washington, D.C. discrimination lawyer about your legal rights, we invite you to get in touch. To schedule a confidential consultation with a lawyer at The Law Firm of J.W. Stafford, please call 410-514-6099 or contact us online today.