Discrimination and Harassment
GardnerFrankhouser counsels and advocates for employees who have suffered illegal discrimination and/or harassment in the workplace. We also represent those experiencing retaliation after reporting discrimination or harassment in the workplace.
Discrimination involves less favorable treatment of an employee based on age, gender/sex, disability, national origin, religion, sexual orientation, gender identity, or other prohibited reasons. Discrimination can reveal itself in a variety of employer actions, including discharge, refusal to hire or failure to promote.
Harassment or sexual harassment is conduct by an employer, supervisor, or co-worker that includes unwelcome advances or other behavior so offensive, intimidating, or abusive that it creates a hostile work environment and/or adversely affects an employee’s performance.
Another form of sexual harassment, known as “quid pro quo,” refers to situations where an employee’s submission to or rejection of sexual demands negatively influences employment decisions. For example, it might be “quid pro quo” harassment if a supervisor with decision-making authority either demands or implies that an employee go out on a date, engage in sexual banter or even provide sexual favors, in return for being hired, keeping a job, or getting a promotion.
Early due diligence is especially important in cases of discrimination or harassment. The law prohibits discrimination and harassment for very specific reasons, but it does NOT prohibit bad management. Unlawful discrimination or harassment is bad management; but bad management is not always unlawful discrimination or harassment.
Whistleblowing and Retaliation Attorneys
GardnerFrankhouser counsels and advocates for employees who have been retaliated against for reporting unlawful misconduct in the workplace, such as discrimination, harassment, and violations of federal and state laws.
We counsel clients both before and after they complain, whether to their employer or externally, about unlawful behavior. We have a deep understanding of the laws and regulations that protect employees from retaliation of any kind, including discharge, demotion, suspension, or unfavorable performance reviews.
Employees who have yet to report wrongdoing are especially vulnerable. We advise them to seek counsel early and often. If retained early enough, we can help protect you from retaliation by guiding you toward appropriate disclosures to the right audience. We also can help to make sure that there is timely and accurate documentation of your disclosures and other communications if your employer does retaliate and you need to take action.
In short, our approach is to stay in close contact with you every step of the way through an intimidating and emotionally taxing process. When retaliation already has occurred, we are poised to act swiftly and decisively to seek damages and other appropriate remedies on your behalf.
Contact Your Pennsylvania Employment Lawyers Today
We are well-versed in the federal, state, and local laws that protect employees from their employer’s unlawful employment practices, and will take the necessary time to investigate and evaluate a potential harassment or discrimination claim early in the process of working with a client.
If harassment or discrimination has occurred, GardnerFrankhouser will seek compensation for clients either through a settlement or by filing claims in the appropriate administrative or judicial forum. We have a wealth of experience practicing before the federal and state agencies and courts that have jurisdiction to adjudicate discrimination and/or harassment claims.