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Discrimination Has No Place in the Workplace.
When employers make decisions based on who you are rather than what you do, we fight back. We handle race, sex, age, disability, religion, and national origin discrimination claims across Oklahoma.
Federal Laws That Protect You
Multiple federal laws prohibit workplace discrimination. Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) are the primary statutes we use to hold employers accountable.
Protected Characteristics
It is illegal to discriminate based on these protected classes.
Race & Color
Title VII prohibits discrimination based on race, color, or ethnic background.
Sex & Gender
Including pregnancy, gender identity, and sexual orientation (Bostock v. Clayton County).
Religion
Employers must reasonably accommodate religious practices unless undue hardship.
National Origin
Protection against discrimination based on birthplace, ancestry, or accent.
Age (40+)
The ADEA protects workers 40 and older from age-based discrimination.
Disability
The ADA requires reasonable accommodations for qualified individuals with disabilities.
The EEOC Process
1
File a Charge of Discrimination with the EEOC (180-300 day deadline)2
EEOC notifies the employer and investigates3
EEOC may attempt mediation or conciliation4
EEOC issues a 'Right to Sue' letter (or you request one after 180 days)5
File federal lawsuit within 90 days of receiving the letterFrequently Asked Questions
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.
Your Identity Should Never Cost You Your Job.
Deadlines for discrimination claims are strict. Contact us now for a free, confidential case evaluation.
No Fee Unless We Win