Discrimination and Harassment

Discrimination & Harassment Legal Services

Preventative Compliance & Policy Development

• Anti-discrimination, anti-harassment, and anti-retaliation policy drafting
• Employee handbook drafting, review and updates
• Workplace training for managers and HR teams
• Complaint reporting procedures and documentation frameworks

Clear policies and training reduce legal exposure, promote consistency, and strengthen workplace culture.

Internal Investigations

• Independent investigation of harassment, discrimination, and retaliation complaints
• Witness interviews and evidence review
• Investigation reports and findings
• Corrective action recommendations

Thorough, impartial investigations position employers to take appropriate action and defend those decisions if challenged.

Administrative Proceedings

• Representation before the EEOC and state human rights agencies
• Position statements and agency response drafting
• Mediation and settlement negotiation
• Compliance guidance during investigations

Early, strategic engagement with agencies can significantly reduce litigation risk and potential liability.

Litigation & Defense

• Defense of discrimination, harassment, and retaliation claims
• Federal and state court representation
• Summary judgment strategy and trial advocacy
• Appellate representation when necessary

Our attorneys provide disciplined, results-oriented advocacy grounded in a deep understanding of employment statutes and procedural strategy.

Risk Mitigation & Ongoing Counsel

• Performance documentation guidance
• Discipline and termination counseling
• Retaliation risk assessment
• Settlement and resolution strategy

We work closely with employers to identify recurring risk and implement sustainable, defensible employment practices.

Who We Represent

Our Discrimination, Harassment & Retaliation practice represents:

• Small and mid-sized employers
• Government contractors and federally regulated entities
• Healthcare and professional service organizations
• Construction and development firms
• Nonprofit and mission-driven organizations
• Franchise and multi-unit operators
• Executive leadership and HR professionals

We also provide representation for senior executives and management-level employees in select matters, depending on the circumstances.

Industries Served

We regularly advise employers in industries where regulatory compliance and workforce management are critical, including:

• Government contracting and federal procurement
• Healthcare and regulated industries
• Construction and infrastructure
• Technology and professional services
• Hospitality and retail
• Financial services
• Nonprofit and association sectors

Our industry-specific experience allows us to anticipate compliance expectations and operational challenges unique to each sector.

Discrimination & Harassment FAQs

What laws govern workplace discrimination and harassment?

Workplace discrimination and harassment are governed by federal statutes such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and related state and local laws. These laws prohibit discrimination based on protected characteristics and retaliation for protected activity.

What should an employer do when a harassment complaint is filed?

Employers should promptly initiate an impartial investigation, document findings, take appropriate corrective action, and avoid retaliatory conduct. Legal counsel helps ensure the process is thorough, well-documented, and defensible.

What qualifies as workplace harassment?

Harassment includes unwelcome conduct based on protected characteristics that creates a hostile work environment or results in adverse employment decisions. The conduct must be sufficiently severe or pervasive under legal standards.

How can employers reduce the risk of discrimination claims?

Risk reduction strategies include clear anti-discrimination policies, regular management training, consistent documentation practices, fair disciplinary procedures, and proactive legal review of sensitive employment decisions.

Can retaliation claims arise even if the discrimination claim is weak?

Yes. Retaliation claims often arise when an employee experiences adverse action after reporting misconduct. Even if the underlying discrimination claim is dismissed, retaliation claims may proceed if adverse action appears linked to protected activity.