For nearly their entire careers, the attorneys at Stember Feinstein Doyle & Payne, LLC have represented victims of all forms of employment discrimination based on age, race, ethnicity, national origin, disability, sex (gender), religion, and sexual orientation.  We have brought hundreds of cases before the Equal Employment Opportunities Commission (EEOC) in Pittsburgh, the Pennsylvania Human Relations Commission (PHRC) and in the federal courts.  

AGE DISCRIMINATION

The Age Discrimination in Employment Act (ADEA) prohibits an employer from refusing to hire - or for firing someone - because that person is over the age of 40.  Stember Feinstein Doyle & Payne, LLC has successfully litigated cases of age discrimination in the Pittsburgh area, such as:

RACE, ETHNICITY, OR NATIONAL ORIGIN DISCRIMINATION

Under Title VII of the Civil Rights Act of 1964, it is illegal for an employer to demote or terminate an employee due to race, ethnicity, or national origin.  Our attorneys have decades of experience seeking justice for employees who have been victims of illegal discrimination.  

DISABILITY DISCRIMINATION

Under the Americans with Disabilities Act (ADA), private companies and governmental agencies with more than 15 employees may not discriminate against qualified individuals with disabilities in the workplace.  An individual with a disability is a person who: (1) has a physical or mental impairment that substantially limits one or more major life activities; (2) has a record of such an impairment; or (3) is regarded as having such an impairment.  

A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question.  Reasonable accommodation may include making facilities accessible to persons with disabilities, job restructuring, modifying work schedules, reassignment to a vacant position, acquiring or modifying equipment or devices, and providing qualified readers or interpreters.  If you feel that your employer has discriminated against you based upon a disability, please contact us about filing an ADA claim.  

SEX (GENDER) DISCRIMINATION

Title VII also prohibits employers from refusing to hire an applicant, demoting or terminating an employee on the basis of gender (including the prohibition of sexual harassment in the workplace against women who are pregnant).  Additionally, the Equal Pay Act requires that employers do not use gender as a factor in determining salaries.  

PREGNANCY DISCRIMINATION

Under the federal Pregnancy Discrimination Act, discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII of the Civil Rights Act of 1964.  Title VII's pregnancy-related protections make it unlawful to refuse to hire a woman because of her pregnancy, to fail to provide health insurance for pregnancy-related coverage and for other medical conditions, and to fail to provide the same leave for pregnancy-related conditions as for other medical conditions.  

Our attorneys have represented many pregnant women who have been discriminated against by their employers.  If you feel that you are being singled out due to your pregnancy, please call us.  

SEXUAL ORIENTATION

Federal and state laws do not protect employees from sexual orientation discrimination.  However, certain municipalities, such as the City of Pittsburgh, do offer protection to gay and lesbians in the workplace.  

RETALIATION

It is unlawful to retaliate against an individual for opposing employment practices that discriminate based on age, race, disability, sex (gender), religion, ethnicity, national origin, and sexual orientation.  It is also illegal to retaliate against someone for filing a discrimination claim, testifying, or participating in any way in an investigation, proceeding, or litigation involving employment discrimination.