Discrimination Attorney in Orlando

Employment-Law Counsel Informed by More Than 175 Federal Lawsuits Since 2015

Bias can affect hiring, pay, promotion, discipline, termination, and other employment decisions. Lee Law represents Orlando workers and job applicants who suspect that a protected characteristic or activity influenced how an employer treated them.

Unfair treatment isn’t automatically unlawful discrimination. A careful evaluation considers the employer’s stated reason, the treatment of similarly situated employees, the timing of events, workplace policies, internal complaints, and any pattern of related conduct.

Call Lee Law at (813) 730-5575 for a free consultation about suspected workplace discrimination.

What May Support a Workplace Discrimination Claim

Discrimination may involve a single employment decision or a pattern of conduct. It can overlap with harassment, retaliation, or wrongful termination, but each claim requires a separate factual and legal analysis.

Information that may help Attorney Kyle Lee evaluate a claim includes:

• Employment applications, offer letters, job descriptions, and personnel records.
• Performance reviews, disciplinary notices, pay records, and promotion decisions.
• Emails, text messages, workplace messages, and written complaints.
• Names of witnesses and employees treated differently under similar circumstances.
• Dates of incidents, reports to human resources, accommodation requests, and termination notices.

Protected Characteristics & Employment Decisions

Depending on the employer’s coverage and the facts, federal law may prohibit discrimination based on race, color, religion, national origin, sex, pregnancy, sexual orientation, gender identity, age 40 or older, disability, or genetic information. Title VII of the Civil Rights Act of 1964 addresses several of these forms of employment discrimination. The Florida Civil Rights Act provides a separate state framework for unlawful employment practices.

Potentially discriminatory actions may include:

• Refusing to hire or promote a qualified applicant or employee.
• Providing unequal pay, benefits, training, schedules, or job assignments.
• Applying discipline, layoffs, demotions, or termination selectively.
• Denying a reasonable accommodation related to a qualifying disability or sincerely held religious practice.
• Allowing severe or pervasive harassment tied to a protected characteristic.

Disparate treatment means intentionally treating someone differently because of a protected characteristic. Disparate impact involves a seemingly neutral policy that disproportionately affects a protected group. Retaliation is distinct from both: it concerns adverse action taken because someone opposed suspected discrimination or participated in a related complaint or proceeding.