Stember Feinstein Doyle & Payne represents victims of all forms of employment discrimination based on age, race, ethnicity, national origin, disability, gender, religion, and sexual orientation. We have brought hundreds of cases before the Equal Employment Opportunity Commission (EEOC), the Pennsylvania Human Relations Commission (PHRC), and in the federal courts.

AGE DISCRIMINATION
The Age Discrimination in Employment Act (ADEA) prohibits employers from refusing to hire - or for firing someone - because that person is over the age of 40.

RACE, ETHNICITY, OR NATIONAL ORIGIN DISCRIMINATION
Under Title VII of the Civil Rights Act of 1964, it is illegal for employers to demote or terminate an employee due to race, ethnicity, or national origin.

SEX (GENDER) DISCRIMINATION
Title VII also prohibits employers from refusing to hire applicants for employment, and from demoting or terminating employees, on the basis of gender. In addition, the Equal Pay Act requires that employers 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.

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 lesbian employees in the workplace.

RETALIATION
It is unlawful to retaliate against individuals for opposing employment practices that discriminate based on age, race, disability, sex (gender), religion, ethnicity, national origin, and sexual orientation. It also is illegal to retaliate against someone for filing a discrimination claim, or for testifying, or participating in any way, in an investigation, proceeding, or litigation involving employment 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 believe you may have a claim of workplace discrimination, please call us at 412.281.8400 or contact us online about filing a claim.