This refers to Title VII of the Civil Rights Act of 1964, which makes it illegal to discriminate against someone on the basis of race, color, religion, national origin or sex. This law also protects employees against retaliation in the workplace.
As an employee advocate while helping businesses understand the strategic benefits of helping their employees navigate the workplace, our employment practice can be divided into two parts. First, by focusing on replacing symptomatic responses with equity, inclusion and collaborative principles, we assist the employer to improve its workplace. From an employer’s perspective, we help create, review, and revise employee policies, guidelines, handbooks, non-compete agreements, severance agreements and executive compensation agreements.
We assist the employer with creating a workplace culture that supports employees and the employer’s business model. Being MD-110 Certified, Attorney Edwards can assist employers with performing workplace investigations. We consider ourselves an HR and legal partner as we leverage our business experience for the employee and the employer on employment issues to reduce workplace litigation, workplace risk and preservation of a company’s anti-retaliatory and anti-discriminatory culture.
Second, as it relates to employment law claims, we primarily represent the employee. From an individual, employee’s perspective, we represent individuals who have been wronged in the workplace whether because of their race, color, religion, gender, sex, national origin or other protected category that rises to the level of a violation of the law.
Many of these claims are referred to by their statutory acronyms like:
These are just a few of the more common laws that can form the basis of a legal theory or claim.
Other examples of our individual clients include employees who have been discriminated against based on their pregnancy or disability. One might bring a claim on the basis of a disability under the ADA and one might bring a claim on the basis of pregnancy discrimination under the PDA. In addition, we help people who believe they have suffered a wrong in the workplace in retaliation to their exercising of a lawful right. These are known as retaliation claims based on engaging in “protected activity” in the workplace. And often times, there may be a wrongful termination claim in violation of public policy. For more information on these and other types of claims, contact our office to learn if you have a claim that warrants our legal review.