Workplace discrimination is illegal under federal and Ohio law. If you have been treated differently because of who you are, the firm helps Ohio employees enforce their rights and recover what they are owed.
Federal and Ohio law protect employees from being treated less favorably than others because of a protected characteristic. Discrimination is unlawful when it is based on race, color, sex (including pregnancy and sexual orientation), national origin, religion, age (40+), disability, or genetic information. The same protections apply at every stage of employment, including hiring, pay, promotions, work assignments, discipline, and termination.
Discrimination can be obvious (a slur, a stated reason for termination tied to a protected characteristic) or subtle (consistently passing someone over for promotion, applying rules unevenly, refusing accommodations). Pattern matters. So does timing. The strongest cases come from records: emails, texts, performance reviews, witness accounts.
Most discrimination claims start with an administrative charge. To preserve federal claims, you generally must file with the EEOC within 300 days of the discriminatory act. Ohio Civil Rights Commission charges have a similar window. The agency investigates, may attempt mediation, and ultimately issues a notice of right to sue. Once you have that notice, you typically have 90 days to file in court.
Ohio law allows certain claims to be filed directly in court without exhausting administrative remedies, but the deadlines and procedural rules vary. Acting early matters. If you wait, key witnesses move on and documents disappear.
Available damages depend on which statute applies, but commonly include back pay (lost wages from termination forward), front pay (future lost earnings), emotional distress damages, punitive damages where the employer's conduct was malicious or reckless, and attorneys fees. Title VII and Ohio law each have damage caps that vary by employer size.
To file with the EEOC, you generally have 300 days from the discriminatory act. Ohio Civil Rights Commission charges carry a similar window. Some claims under Ohio law can be filed directly in court with different deadlines. Because missing a deadline can permanently bar your claim, speak with an attorney as soon as possible after an incident occurs.
No. You can file a claim while still employed. Federal and Ohio law explicitly protect employees from retaliation for filing or participating in a discrimination claim. Many employees keep working while their case proceeds; whether to stay depends on your specific situation.
The strongest cases combine direct evidence (statements, emails, texts referencing protected characteristics) with circumstantial evidence (patterns of treatment, comparator evidence showing other employees outside your protected class were treated differently, deviations from policy). Documentation is critical. Keep records of incidents, save communications, and preserve performance reviews.
No. Retaliation against an employee for reporting discrimination, filing a charge, or participating in an investigation is itself unlawful under both federal and Ohio law. Retaliation can take many forms beyond termination, including demotion, reduced hours, reassignment, or a hostile work environment.
Most discrimination claims are handled on a contingency fee basis, meaning there is no upfront cost to you and the attorney is paid only out of any recovery. The percentage and arrangement are agreed in writing at the outset. The firm offers a free initial consultation to evaluate your case before any engagement.
Discuss your situation with attorney Sean H. Sobel. No obligation, no cost to talk.
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