Do you believe you were terminated, passed over for a promotion, or disciplined because of your sex, race, age, disability, religion, or national origin (protected classes)? Does it appear that you were not hired on the basis of your protected class? If so, you may have a discrimination case. It is illegal not just to terminate someone because of their protected class, but also to treat them differently in any of the terms or conditions of employment because of their protected class, even if it is only one among other motivating factors. Additionally, if a policy harms a specific protected class more than others, even if this harm is not intentional, it is illegal under the disparate impact theory of Title VII of the Civil Rights Act of 1964.

Discrimination is a scourge of society. At DPL, we are committed to working to stamp out discrimination. Our representation of plaintiffs in discrimination cases reflects this. Robert J. Baror, Esq. has a proven track record of obtaining compensation for the victims of discrimination at both the Equal Employment Opportunity Commission (EEOC)  and in federal and state courts. Mr. Baror has vindicated the rights of African-Americans who were called racial slurs, pregnant women terminated during or directly after their pregnancies, immigrants who were unfairly targeted for discipline based on cultural factors, and disabled individuals targeted for termination during cancer treatment, among many others. We may be able to get you compensation, the way we have in these cases.