Employment Law
Employment laws are designed to create a fair and balanced work environment, promoting both employee well-being and business success. By ensuring workers are treated fairly, these laws help foster efficient, productive workplaces, which in turn benefit our economy as a whole. We represent individuals in a range of employment-related cases, ensuring that workers’ rights are protected while promoting a productive and harmonious workplace for everyone.
The types of employment law cases we handle include:
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Disability Discrimination
Disability discrimination occurs when an employer treats an employee or job applicant unfavorably because of a physical or mental impairment. We fight to ensure that reasonable accommodations are provided, and that employees are not unfairly treated due to their disabilities.
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Gender Discrimination
Gender discrimination involves treating someone unfairly based on their sex or gender identity. This includes unequal pay, promotions, or opportunities. We work to ensure that all employees have equal opportunities in the workplace, regardless of gender.
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Age Discrimination
Age discrimination involves unfavorable treatment of an employee based on their age, particularly for those aged 40 and over. We protect older workers from being unfairly passed over for opportunities due to their age.
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Religious Discrimination
Religious discrimination occurs when employees are treated unfairly due to their religious beliefs or practices. We ensure that employers respect religious diversity and make reasonable accommodations when required.
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Sexual Orientation Discrimination
Discrimination based on sexual orientation happens when an individual is treated unfairly due to their sexual identity. We advocate for LGBTQ+ individuals to ensure that all employees are treated fairly and equally, regardless of who they love.
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Military Status Discrimination
Military status discrimination occurs when a person is treated unfairly due to their status as a current or former member of the military. We ensure that servicemen and women are protected from discrimination and that their employment rights are respected.
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Sexual Harassment
Sexual harassment is any unwelcome sexual behavior that creates a hostile work environment. This can include inappropriate comments, advances, or physical conduct. We fight to hold employers accountable for preventing and addressing workplace harassment.
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Whistleblowing
Whistleblowing involves an employee reporting illegal or unethical practices within their organization. We protect whistleblowers from retaliation, ensuring they can expose wrongdoing without fear of losing their job or facing unfair treatment.
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Nationality and Race Discrimination
Nationality and race discrimination involves treating an employee or applicant unfavorably due to their race, ethnicity, or national origin. We stand up against discriminatory practices, promoting diversity and inclusion in the workplace.
At Sunlight Law, we are dedicated to ensuring that every individual’s rights are upheld, creating workplaces that are not only fair but also help drive success and productivity for all.
Possible Compensation from a Employment Discrimination Cases:
Each case is unique, and different types of remedies are available for each. The following are examples of possible remedies.
Back Pay: Compensation for wages and benefits lost due to discrimination.
Front Pay: Future earnings losses if returning to the job isn’t possible.
Compensatory Damages: Payment for emotional distress, pain and suffering, and other non-economic losses.
Reinstatement: Placing the employee back in their previous position.
Lost Benefits: Recovery of benefits like health insurance, retirement contributions, and other perks.
Attorney’s Fees and Court Costs: Coverage of legal expenses incurred during the case.
Injunctive Relief: Court orders requiring changes to discriminatory policies or practices.
Punitive Damages: Damages meant to punish the employer for particularly severe misconduct. (This is not very common in the state of Washington)
Information We Would Need For a Case Involving Employment Discrimination
1. Documentation: Emails, memos, performance reviews, or other written communications showing discriminatory comments or actions.
2. Witness Testimonies: Statements from coworkers, supervisors, or others who witnessed the discrimination.
3. Personnel Records: Job applications, resumes, and records of promotions, demotions, or terminations.
4. Comparative Evidence: Examples showing how similarly positioned employees outside the protected class were treated differently.
5. Company Policies: Copies of anti-discrimination policies, employee handbooks, and training materials.
6. Direct Evidence: Any clear statements or actions by the employer indicating discrimination.
7. Statistical Evidence: Data showing patterns of discrimination, such as disparities in hiring, promotions, or pay.
8. Medical Records (for disability cases or to show emotional distress): Documentation of the medical condition and accommodations requested or denied.
9. Chronology of Events: A timeline of incidents highlighting the discriminatory behavior.
10. Formal Complaints: Copies of complaints filed with the employer or agencies like the EEOC or state human rights commissions.
There Are Strict Deadlines to File a Lawsuit in Washington in regards to employment discrimination
Under the Washington Law Against Discrimination (WLAD), you have 3 years from the date of the discriminatory act to file a lawsuit.
For federal laws like Title VII, the Age Discrimination in Employment Act (ADEA), or the Americans with Disabilities Act (ADA), the deadline to file a claim with the Equal Employment Opportunity Commission (EEOC) is 300 days from the date of the discriminatory act. Once you receive a “Right to Sue” letter from the EEOC, you have 90 days to file a lawsuit in federal court.
Consult with an attorney (even if it is not with our lawfirm) immediately to come up with a plan and avoid missing any deadlines.