Discrimination Has No Place in the Workplace.

Discrimination occurs when an employer treats you unfavorably because of a protected characteristic—race, color, religion, sex, national origin, age (40+), or disability. This includes hiring, firing, promotions, pay, job assignments, training, and any other term or condition of employment.

Disparate impact occurs when an employer policy that appears neutral actually disproportionately affects a protected group. For example, a height requirement might disproportionately exclude women. The policy can be discriminatory even if there's no intent to discriminate.

For most federal discrimination claims (Title VII, ADA, ADEA), yes. You must file a Charge of Discrimination with the EEOC and obtain a 'Right to Sue' letter before filing in federal court. We handle the EEOC process and subsequent litigation.

Generally 180 days from the discriminatory act, extended to 300 days if there's a state or local agency with authority to investigate (Oklahoma has the Office of Civil Rights Enforcement). Don't wait—deadlines are strictly enforced.

No. Retaliation for opposing discrimination or participating in an EEOC investigation is illegal under Title VII and other employment laws. If you were fired, demoted, or harassed after complaining, you may have both a discrimination and a retaliation claim.

You may recover back pay, front pay, compensatory damages for emotional distress, punitive damages (in cases of malice or reckless indifference), and attorney's fees. Damages caps apply under Title VII but not under some other statutes.