Call us for a confidential case review at (202) 769-1681
Experienced and Effective Employment Discrimination Lawyers in Maryland, Washington DC, and Virginia
- Glass ceiling discrimination;
- Sexual harassment;
- Race discrimination;
- Gender discrimination, including Equal Pay Act claims;
- LGBT discrimination;
- Religious discrimination;
- Disability discrimination;
- Pregnancy discrimination; and
- Age discrimination
To schedule a preliminary consultation with leading discrimination lawyer Eric Bachman, call us today at 202-769-1681, or click here.
Click here to see our videos answering frequently asked questions about discrimination and retaliation.
Why Hire Us for Your Discrimination, Retaliation or Sexual Harassment Case in Maryland, Washington DC or Virginia?
Hiring a proven and effective advocate is critical to obtaining the maximum recovery in a discrimination case. Leading discrimination lawyer Eric Bachman, Chair of the Firm’s Discrimination Practice, has substantial experience litigating precedent-setting individual and class action discrimination cases.
Eric's wins include a $100 million settlement in a disparate impact Title VII class action and a $16 million class action settlement against a major grocery chain. And his experience as a public defender enables him to feel at home in any courtroom and communicate effectively with the jury.
Having served as Special Litigation Counsel in the Civil Rights Division of the Department of Justice and as lead or co-counsel in numerous jury trials, Bachman is trial-tested and ready to fight for you to obtain the relief that you deserve. As editor of the Glass Ceiling Discrimination blog, Bachman writes frequently on topics related to promotion discrimination, harassment, and other employment discrimination issues.
U.S. News and Best Lawyers® have named Zuckerman Law a Tier 1 firm in Litigation – Labor and Employment in the Washington DC metropolitan area. Contact us today at (202) 769-1681 to find out how we can help you.
Click here to see our videos answering frequently asked questions about discrimination and retaliation.
Frequently Asked Questions About Discrimination and Retaliation
Discrimination in the Workplace
- I think I was discriminated against at work. What should I do now?
- Are there hiring requirements that apply nationwide or statewide?
- What is a protected class?
- What kinds of workplace discrimination are illegal?
- Is all discrimination unlawful?
- What types of employment actions do anti-discrimination laws cover?
- What is glass ceiling discrimination?
- What are common signs of a glass ceiling within a company?
- If a coworker performs the same job as I do, but has worked with the company longer and gets paid more than me, can I sue?
- My boss yells at me for no reason, can I sue for hostile work environment?
- What is a bona fide occupational qualification (BFOQ) defense?
- What is a hostile work environment?
- What discrimination laws apply if I work in Maryland?
- What is pregnancy discrimination?
- What is religious discrimination?
- What is the gender wage gap?
- Pay discrimination claims under the Equal Pay Act versus Title VII: what is the difference?
- What should I do if I was a victim of discrimination at work?
- Are executives and law firm partners covered by Title VII’s employment discrimination protections?
- What is the difference between Title VII and Section 1981?
- Can a single, vile slur could create a hostile work environment under Title VII?
- Can executives, partners, and other senior managers sue if they’ve suffered discrimination?
Retaliation
- What is retaliation?
- What is constructive discharge?
- If I complain about harassment and then am retaliated against, what rights do I have?
- Is an employee protected against retaliation for testifying on behalf of a co-worker?
- What if my employer retaliates against me for filing a discrimination claim?
- Is denial of a transfer away from a biased supervisor an adverse action?
- Is an employee protected against retaliation for participating in an employer’s internal investigation?
- Is a negative performance evaluation an actionable retaliatory action or adverse employment action?
- Is it unlawful to fire an employee for exercising a right to obtain an employee benefit?
- Is administrative leave or a paid suspension an adverse employment action?
- Is assigning a sales employee a low performing territory an adverse employment action?
Damages or Remedies for Discrimination and Retaliation
- What damages are available in an employment discrimination case?
- What is the duty to mitigate damages?
- What are emotional distress damages and how do I prove them?
- How do courts measure emotional distress damages in employment discrimination cases?
- How does the EEOC measure emotional distress damages?
- Can I recover punitive damages as part of my employment discrimination claim?
- What is front pay?
- What are back pay damages in employment discrimination cases?
- What is after-acquired evidence in a discrimination case?
Litigating Discrimination Claims
- How do I make a discrimination or harassment complaint?
- I have never filed a lawsuit before and am worried about the stress. What should I expect?
- What happens when I file charges against an employer for discrimination?
- If I file a lawsuit, what are the various steps involved before trial?
- How long do I have to file a discrimination claim?
- How do I file a charge of discrimination?
- How do I prove discrimination?
- What do I have to show to prove a prima facie case of employment discrimination?
- What is the standard for summary judgment?
- How do you prove pretext in an employment discrimination case?
- What do I need to prove to win my employment discrimination case?
- What is the difference between a class action and an individual case?
- Who is a similarly situated employee in an employment discrimination case?
- How do I show I’m the better-qualified candidate in a promotion discrimination/ glass ceiling case?
- What is arbitration?
- Why does it matter if I signed an arbitration agreement?
- Can I use evidence of discrimination against other employees to prove that I suffered discrimination?
Disability Discrimination
- How do I know if I have a disability under the Americans with Disabilities Act (ADA)?
- What kind of reasonable accommodation must my employer make for my disability?
- Does the ADA prohibit discrimination on the basis of relationship or association with a disabled person?
EEOC's Role in Enforcing Anti-Discrimination Laws
- What does the EEOC do?
- What happens after I file a claim with the EEOC?
- Are there any time limits on when I must file a charge of discrimination?
- Can I still file a Title VII discrimination lawsuit if I miss the EEOC charge filing deadline?
- How does the EEOC prove discrimination?
- How does the EEOC prove someone is qualified for the job?
Sexual Harassment
- Can an employer be held liable for customer sexual harassment?
- What damages or remedies are available for victims of sexual harassment?
- What is a hostile work environment?
- I am considering leaving my job because of the harassment I am suffering. What should I do?
- Can a single incident of harassment suffice to establish liability?
- How do I prove my workplace is a hostile work environment?
- What is quid pro quo harassment?
- What is workplace sexual harassment?
- In a sexual harassment case, does it matter if it is a supervisor versus a co-worker who is harassing me?
- Who is a “supervisor” in sexual harassment cases?
- How can employees combat harassment at work?
- What is the deadline for filing a sex harassment or retaliation claim?
- What type of retaliation is prohibited against an employee who reports unlawful discrimination or harassment?
- Is an employer prohibited from retaliating against an employee because the employee reported harassment?
- What is an employer’s affirmative defense in a sex harassment case?
In addition to federal and state anti-discrimination laws, local human rights statutes provide enhanced protection. The Washington Lawyer's Committee for Civil Rights has a helpful comparison of local human rights laws, which is available by clicking here.
Contact our Top-Rated Washington DC/Maryland/Virginia Workplace Discrimination Attorneys Today
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Virginia Discrimination Law
Maryland Virginia Washington DC Employment Lawyers
Zuckerman Law represents Maryland, Virginia and District of Columbia executives and senior professionals in negotiating severance agreements, employment agreements, non-compete agreements, non-disclosure agreements and other contracts related to employment.
When an employer presents you with a severance agreement, you should assume that the agreement protects the employer’s interests, not your interests. Therefore, it can be useful to get advice on the scope of the restrictions that you would agree to abide by under the agreement, and on whether you are waiving a valuable claim against your former employer.
Click here to read testimonials from CEOs, CFOs, and other senior professionals that we have represented. To schedule a consultation, call us at 202-262-8959, or click here.
Zuckerman Law can also assist you to determine whether the termination of your employment gives rise to legal claims. If your former employer terminated you for an unlawful reason, you should not waive your right to bring a claim, including a potential claim of wrongful termination, discrimination, or retaliation.
Employee Rights in Severance Agreements
Some severance agreements contain unlawful provisions that interfere with employee’s rights under anti-discrimination, anti-retaliation, and whistleblower protection laws. Before entering into a severance agreement, consult with an experienced attorney to evaluate whether your former employer is violating your rights. Examples of improper or unlawful provisions in severance agreements include:
- a waiver of a claim that would arise or accrue subsequent to the effective date of the agreement.
- a waiver of the right to file a charge of discrimination or retaliation.
- a waiver of vested right under a benefit or pension plan.
- a waiver of the right to testify, assist, or cooperate in an investigation of a charge of discrimination or retaliation.
- an agreement not to report a violation of law or regulation to law enforcement or regulatory agencies.
Entering into a severance agreement can result in an employee waiving or relinquishing valuable rights and agreeing to restrictions on future employment. Therefore, it is critical to get experienced counsel to review a severance agreement and negotiate favorable terms for the employee.
Basics of executive compensation
When joining or exiting a company, executives face unique challenges to ensure their rights are protected given the variety of compensation they receive beyond a salary.
Knowing precisely what your compensation consists of and how to maximize its value during negotiations is essential.
Below is a high-level review of the key concepts, and more detail will be provided on each subject in future posts.
Base salary
An executive’s base salary is the most straight-forward type of compensation. It is usually characterized as an annual salary and often paid in the same intervals as other salaried employees (for example, monthly or bi-weekly).
Salaries among executives vary greatly based in part on the industry and potential value of the other forms of compensation offered.
Bonuses (short-term incentives)
Many different types of bonuses exist, including a signing bonus and different forms of annual incentives. Companies use bonuses to incentivize executives to achieve the company’s short-term business goals. The bonus itself is commonly paid as a percentage of the base salary.
Various targets are usually set to encourage superior performance and may include criteria like: development of a new product; achieving a certain level of sales; and other performance goals within the executive’s division or department.
Long-term incentives
Long-term incentives routinely comprise the biggest portion of an executive’s compensation. Companies offer long-term incentives to retain talent and encourage executives to realize the company’s strategic goals and objectives.
Long-term incentives are normally granted as some form of equity compensation, such as:
- stock options (the executive can buy or sell the company’s stock at an agreed (exercise) price within a set period of time)
- restricted stock shares/units (an award of stock with restrictions usually contingent upon working for the company a particular length of time)
- performance shares/units (an award of stock with restrictions often related to achieving company performance goals)
Typically, the equity grants will vest over a specific period of time, essentially making the executive an investor in the company’s performance. The vesting period varies by company but usually covers a period of 3 to 5 years. Long-term incentives that have not vested are typically forfeited once the executive departs the company.
Termination issues
The manner in which a company characterizes an executive’s termination of employment is extremely important. For example, if the employer terminates the executive for “cause,” then s/he will often lose most rights to unvested long-term incentives and other future compensation. If the executive resigns with “good reason” or is terminated without case, however, then the executive is routinely able to secure significant severance benefits.
Thus, how an employment agreement defines a termination for “cause” and a resignation with “good reason” is vital to know if considering a departure. And when negotiating an employment agreement, it is essential to define this terms to give the executive adequate protection.
Before signing a severance agreement, consult with an experienced Severance Agreement Lawyer. Call 202-262-8959 or click here to schedule a consultation.
Maryland Virginia Washington DC Discrimination Lawyers
If you have suffered discrimination or retaliation for reporting discrimination, we might be able to help you seek compensation for your losses. We have experience representing clients under a wide range of federal and state anti-discrimination and anti-retaliation laws, including in claims of:
- Glass ceiling discrimination;
- Sexual harassment;
- Gender discrimination, including Equal Pay Act claims;
- LGBT discrimination;
- Religious discrimination;
- Disability discrimination;
- Pregnancy discrimination; and
- Age discrimination
Click here to see our videos answering frequently asked questions about discrimination and retaliation.
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