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Discrimination and Harassment
Legal Protection, Compliance, and Accountability in the Workplace
Discrimination and harassment are among the most serious and complex issues facing today’s workplaces.
They threaten not only individual dignity and mental health but also corporate reputation and legal stability.
At SJKP LLP, our Employment Law team provides strategic legal counsel to both employers and employees, addressing claims under Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and related state laws.
We help organizations prevent, investigate, and resolve discrimination and harassment matters while protecting legal rights and fostering safe, compliant work environments.
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1. Discrimination and Harassment: Legal Foundations
Understanding Protected Classes and Prohibited Conduct
Employment discrimination occurs when an individual is treated unfairly due to a protected characteristic—such as race, gender, religion, age, disability, sexual orientation, or national origin.
Harassment, including sexual harassment, becomes unlawful when it creates a hostile or abusive work environment or results in adverse employment actions.
Key Federal and State Laws
Our attorneys advise on all major anti-discrimination statutes, including:
- - Title VII of the Civil Rights Act – Prohibits discrimination and harassment based on protected traits.
- ADA and Rehabilitation Act – Protect individuals with disabilities and require reasonable accommodations.
- ADEA – Guards against age discrimination for employees over 40.
- Equal Pay Act (EPA) – Mandates wage equality regardless of gender.
- State and local laws – Often expand protections, including sexual orientation, gender identity, or marital status.
Understanding the interplay among these laws is critical.
We interpret overlapping jurisdictional rules and help clients maintain compliance across multiple governing bodies.
2. Discrimination and Harassment: Prevention and Policy Development
Building Cultures That Prevent Liability
The best legal defense is prevention.
Employers have a duty to create, communicate, and enforce anti-discrimination and anti-harassment policies that meet both federal and state requirements.
Policy Design and Training
We draft comprehensive employee handbooks, complaint procedures, and investigation protocols that reflect current law and EEOC guidance.
Our attorneys also design and deliver training programs for managers and staff—covering harassment prevention, implicit bias, and workplace civility.
We help HR teams implement confidential reporting channels and clear disciplinary frameworks to ensure accountability and transparency.
Effective policy implementation not only reduces liability but also strengthens workplace culture and retention.
3. Discrimination and Harassment Investigations
Responding to Allegations with Speed, Fairness, and Legal Precision
When allegations arise, how an organization responds can determine both its legal exposure and its credibility.
Internal investigations must balance confidentiality with objectivity while ensuring compliance with EEOC and state agency requirements.
Conducting Effective Investigations
Our attorneys assist employers in designing and executing independent, privileged investigations into discrimination, harassment, and retaliation claims.
We guide investigators through interviewing, evidence collection, and documentation that withstand legal scrutiny.
For employees, we provide counsel on filing EEOC complaints, navigating internal grievance processes, and preserving rights throughout the investigation.
Our approach ensures fairness for all parties while minimizing disruption to the workplace.
4. Discrimination and Harassment Investigations
Responding to Allegations with Speed, Fairness, and Legal Precision
When allegations arise, how an organization responds can determine both its legal exposure and its credibility.
Internal investigations must balance confidentiality with objectivity while ensuring compliance with EEOC and state agency requirements.
Conducting Effective Investigations
Our attorneys assist employers in designing and executing independent, privileged investigations into discrimination, harassment, and retaliation claims.
We guide investigators through interviewing, evidence collection, and documentation that withstand legal scrutiny.
For employees, we provide counsel on filing EEOC complaints, navigating internal grievance processes, and preserving rights throughout the investigation.
Our approach ensures fairness for all parties while minimizing disruption to the workplace.
5. Discrimination and Harassment Litigation and Defense
Protecting Rights in Courts and Before Regulatory Agencies
Despite best efforts, some matters progress to formal litigation or administrative review.
Our attorneys represent both employers and employees before the EEOC, state human rights agencies, and federal and state courts.
Litigation Strategy and Risk Management
We handle claims involving wrongful termination, failure to accommodate, hostile work environment, and retaliation.
For employers, we develop defense strategies emphasizing prompt remedial action, proper documentation, and adherence to internal policies.
For employees, we pursue justice through settlement negotiation, mediation, or trial when necessary.
We also manage class and collective actions arising from systemic discrimination or pay equity disputes—bringing experience, discretion, and advocacy to each case.
6. Discrimination and Harassment: Retaliation and Whistleblower Protections
Safeguarding Those Who Speak Up
Employees who report discrimination or harassment are protected from retaliation under federal and state laws.
However, retaliation remains one of the most frequently cited violations by the EEOC.
Protecting Whistleblower Rights
Our attorneys advise both employers and employees on their rights and responsibilities in retaliation scenarios.
We help employers establish non-retaliation policies and review disciplinary actions to ensure they do not inadvertently violate protections.
For employees, we represent whistleblowers in actions involving demotion, termination, or adverse changes in working conditions following protected activity.
Our balanced approach promotes lawful reporting and protects organizational integrity.
7. Discrimination and Harassment: Intersection with Other Employment Laws
Integrating Compliance Across HR and Legal Systems
Discrimination and harassment rarely occur in isolation—they often intersect with wage laws, leave entitlements, disability accommodations, and contract disputes.
A holistic approach ensures that policies and practices remain consistent across all employment domains.
Coordinated Legal Compliance
We align discrimination and harassment prevention measures with related regulations, including the Family and Medical Leave Act (FMLA), Occupational Safety and Health Act (OSHA), and National Labor Relations Act (NLRA).
By integrating compliance frameworks, employers avoid conflicting obligations and strengthen their overall legal posture.
Our attorneys also audit HR systems, reviewing documentation and performance management processes to ensure consistent application of laws and policies.
8. Why Choose SJKP LLP for Discrimination and Harassment Counsel
Experience, Empathy, and Effective Legal Solutions
At SJKP LLP, we recognize that discrimination and harassment cases are not just legal disputes—they are deeply human issues requiring both sensitivity and skill.
Our attorneys combine decades of employment law experience with a commitment to fairness and confidentiality.
We have represented corporations, universities, nonprofits, and individuals in high-stakes investigations, litigation, and policy development initiatives.
Our practice integrates employment, compliance, and corporate governance to deliver solutions that are both legally sound and operationally effective.
Whether your goal is prevention, defense, or advocacy, we stand ready to protect your rights, your organization, and your reputation.
The information provided in this article is for general informational purposes only and does not constitute legal advice. Reading or relying on the contents of this article does not create an attorney-client relationship with our firm. For advice regarding your specific situation, please consult a qualified attorney licensed in your jurisdiction.
Certain informational content on this website may utilize technology-assisted drafting tools and is subject to attorney review.
