Protecting Workers’ Rights in Mississippi and Tennessee
You have the skills, knowledge and work ethic to do well at your job. Those are the factors your employer should consider when making important decisions. You should not be judged by your gender, race, religion, sexual orientation, disability, pregnancy or other arbitrary qualities. Unfortunately, workplace discrimination is still very common in businesses throughout West Tennessee and Northern Mississippi.
Johnson & Bennett is a respected employment law firm that protects the rights of workers from discrimination. Our attorneys regularly appear at administrative hearings before the Equal Employment Opportunity Commission (EEOC) and the Tennessee Human Rights Commission. We have a track record of winning six and seven figure awards for our clients in discrimination cases, including a $1.7 million verdict in Mississippi*. One of our partners, Attorney Bennett, was formerly the Legal Director at the ACLU of Mississippi, where she took on landmark discrimination cases.
We understand the heartbreak, anger and frustration discrimination inspires and we empower you to take control through the legal process. Depending upon your claim, we may pursue job reinstatement, back-wages and monetary damages. Whatever the facts of your case, we fight for the equality you are entitled to.
What is Discrimination?
Discrimination occurs when an employer makes an adverse decision based upon your membership in a protected class. Your employer is prohibited from discriminating against you in such matters as recruitment, hiring, wages, benefits, training, promotion, firing and work shifts.
Federally protected classes are based on:
- Genetic information
- National origin
The Tennessee Human Rights Act provides additional protections that extend beyond federal regulations.
Understanding Reasonable Accommodations
Unless it can show undue burden, your employer must make reasonable accommodations for people with disabilities, pregnant women and religions practitioners.
For example, your employer might alter your workstation, adjust your work shift or schedule meetings in a wheelchair accessible location to accommodate your disability. Likewise, your employer might put you on light duty if you are pregnant and your job would otherwise require you to lift heavy objects. Accommodation of religious practices might include allowing you to wear a headscarf or a beard and to take reasonable leave on religious holidays.
Bar Against Retaliation
You have the right to demand a discrimination-free workplace. Yet, employers sometimes use intimidation tactics or attempt to discharge a worker who complains about unfair employment practices – an illegal practice. The law contains anti-retaliation provisions to protect the rights of whistleblowers who report discrimination, participate in an EEOC investigation or take legal action.
Learn More About Your Rights to a Discrimination-Free Workplace
Schedule a free case evaluation through our staff to learn more about your rights and options against your employer. We represent most clients on contingency, meaning you pay no attorneys’ fees until we recover monetary damages. Some claims involve recovery of equitable or non-monetary relief, such as reinstatement, a promotion, or similar type of recovery. These claims are handled on a hourly basis.
What we look for when deciding whether or not we can assist with your employment case is fairly basic information.
We receive many emails, phone calls, and web contacts regarding potential employment claims ranging from injuries on the job to wrongful termination. At Johnson & Bennett, we represent employees who have been victims of discrimination, harassment, retaliation, denied medical leave, or who may not have received all their pay by or from their employer. While we may look at other claims, typically, we represent employees asserting violations of Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADAAA), the Family Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA), and related federal laws protecting employees against discrimination and harassment in the workplace. As times have changed this past year, how we receive and process potential cases has also changed, multiple times. Hopefully, if you are reading this post, you will find following these basic instructions and answering the questions below will result in a much timelier decision on your case.
Please save the document GOOD - NEW Intake Email Reply Fill In Template.docx and email it with your answers to firstname.lastname@example.org.
If you are unable to complete the Word document, please email answers to the questions below to email@example.com.
- Where do/did you work? (State and city)
- Was someone of a different race, sex, age, national origin, disability, or religion treated better in relation to the job action taken against you?
- Do you have a disability or medical condition that could be protected under law?
- Does your matter involve denial of wages or request for medical leave?
- Please provide a short description of the actions that you believe were discriminatory, harassment, retaliation, denial of leave, or related matter.
- When did the actions described above occur?
- What is the name of your employer?
- How long have you/were you employed?
- Does the employer have more than 15 employees?
- How much money do/did you make?
- Why do you believe that it was discrimination, harassment, or retaliation that occurred?
- Did you report discrimination, retaliation, or harassment to your manager, HR, a hotline/designated complaint line, or anyone else at your job?
- When did you make the complaint? Did you make a written complaint? How was your complaint addressed by the company?
- After you complained, did anyone retaliate against you?
- Was the individual who received the complaint the same individual who took the adverse action against you?
- Have you been terminated, and if so, what reason were you given for your termination?
- What do you believe to be the real reason for your termination and what evidence do you have of that reason?
- Have you contacted the EEOC? If so, when? What is the status? Did you receive an inquiry number?
- If you filed an EEOC charge, have you received a Right to Sue (Dismissal)? What is the date on the Right to Sue?
Please submit a copy of any documentation you may have to support your claims. Also please include any information related to the EEOC if you have already begun are in that process.
Nothing in this email should be construed as any indication of our agreement to represent you. We simply need this additional information to make that determination. We may be in contact with more questions before making a final decision on your matter.
Thank you for contacting us,
Johnson & Bennett, PLLC