Employment Discrimination

Can my employer retaliate against me for being a whistleblower?

The United States Securities and Exchange Commission (SEC) is investigating whether companies are trying to silence and retaliate against whistleblowers. A whistleblower is an employee who complains of illegal or unethical activities either internally or to a government agency. Whistleblowers play an important role in keeping employers honest, and there are state and federal laws protecting their rights.

Authorized by the 2010 Dodd-Frank Wall Street reform law, the SEC started a whistleblower program which rewards people reporting possible securities law violations if their tip leads to more than $1 million in sanctions. Awards can range between 10 and 30 percent of money collected by the agency. The SEC Office of the Whistleblower received more than 3,500 tips last year. This is the highest number since the program started.

Concerned about corporate backlash against whistleblowers, the SEC issued letters to several companies seeking years of documents such as nondisclosure agreements and employment contracts. It is unknown how many letters were sent or to whom. The documents being sought by the SEC might reveal employers discouraging whistleblowers. Sometimes these kinds of documents contain clauses that require employees to forfeit any awards, even though such clauses are prohibited by federal regulations.

U.S. Attorney General Eric Holder called on Congress for action last year, stating that Wall Street companies often shielded their leaders from responsibility for misconduct. Holder suggested increasing rewards for whistleblowers and requested funding for more FBI agents with forensic accounting expertise.

If you live in Georgia and believe your employer is involved in illegal activities but fear speaking up, contact the attorneys at Pankey & Horlock, LLC. We have decades of experience representing clients and aggressively protecting their rights. Call (770)670-6250 today to schedule a consultation and learn more about state and federal legal protections for whistleblowers.

Can I be fired for expressing my religious beliefs at work?

In a complaint filed with the Equal Employment Opportunity Commission (EEOC), former Atlanta fire chief Kelvin Cochran claims that the city discriminated against him because of his religion. The EEOC complaint could be an indication that Cochran plans to file a federal lawsuit against the city.

In November 2014, Cochran was suspended without pay in connection with a bible study book he wrote; the book contained controversial statements about homosexuality. According to Cochran's EEOC complaint, he was informed by city officials that his publication of the book violated unspecified city policies and that an investigation would be conducted.

When Cochran returned from his suspension, he was allegedly told that every city employee interviewed in the investigation reported that Cochran's faith influenced his leadership style. However, no employee reported specific examples of discrimination or being treated unfairly because of Cochran's religious beliefs.

Mayor Kasim Reed terminated Cochran earlier this month, stating that Cochran's "judgment and management skills were the subject of the inquiry" and that "Cochran's personal religious beliefs are not the issue." One issue raised is that Cochran distributed his book at work. Mayor Reed's decision to fire Cochran was reportedly supported by the Atlanta Professional Firefighters union.

Cochran asserts that he obtained authorization from the City's Ethics Department to publish the book, which expresses his "deeply held religious convictions on many subjects." He is claiming that the city violated his federal civil rights by discriminating against him because of his Christian religion. A rally in support of Cochran was held at the Georgia Capitol earlier this month, apparently organized by evangelical groups and leaders.

If you believe that you have been discriminated against at work, the experienced employment discrimination and civil rights attorneys at Pankey & Horlock, LLC, can advise you. We serve the entire state of Georgia. Contact us today at (770)670-6250 for a free case evaluation.

Although many of us would like to believe that it is, employment discrimination is not a thing of the past.  Every day, employers make decisions about hiring, firing, promotions, demotions and other matters.  While prohibited from considering sex, race, age or disability, when making these decisions, some employers ignore these rules.  Georgia Regents University has recently been accused of just this type of misconduct.

Anthony W. Duva worked for the university for almost a decade and in 2013 was acting as a Senior Director of Development for Gift Planning in the Advancement Department.  He was allegedly told by his superior, the Senior Vice President for Advancement and Chief Development Officer, Susan Barcus, that he would soon be receiving a raise as a result of the high quality of his work.  A short while later he was fired from his position via a letter of termination.   The university was instituting a workplace reduction plan and Duva’s position was outsourced.  Duva claims that after he received the letter and brought it Barcus’ attention that she told him that she was honoring his termination request and outsourcing the position as he had asked. Duva denies that he ever made such a request.

Duva is claiming age discrimination and has brought a lawsuit against the Board of Regents of the University System of Georgia and several officials including the university’s president.  Duva asserts that university President Ricardo Azziz complained that many of the university’s workers were too old.  Duva also accuses Barcus of inquiring about his retirement on various occasions.  He also claims that younger individuals were hired or kept on at the same time that he was fired.  If these allegations are true and it can be proven that Duva was terminated due to his age, he may be entitled to significant compensation.

If you believe that you have been discriminated against at work due to your age, sex, race or disability, it is in your best interest to contact an experienced employment law attorney.  The lawyers at Pankey & Horlock can help.  Call (770)670-6250  for a consultation today.

Employment discrimination comes in many forms.  An employer could fire you or refuse to hire you for a number of illegal reasons including your race, religion, gender or age.  One type of discrimination that is rampant across the country, but, that is often overlooked, is age discrimination.  If affects a surprising number of individuals who often do not get the compensation they deserve.  A recent age discrimination case was brought against one of America’s top news networks.

George Hyatt was a cameraman for NBC News for 30 years.  In his latest position, he worked on the Daily Rundown hosted by Chuck Todd.  He was fired in 2011 and claimed that it was due to age discrimination.  Hyatt alleged that right before he was fired his manager stated to other workers that he wanted to hire younger employees.

Hyatt filed a claim with the Office of Human Rights in Washington, D.C.  This agency found for NBC.  After getting approval from the Equal Employment Opportunity Commission, Hyatt filed a federal case in the U.S. District Court for the District of Columbia.  NBC opposed the suit and alleged that Hyatt was let go due to poor job performance alone.  The company filed a motion to dismiss the suit pointing out that Hyatt’s employment contract barred him from bringing a discrimination action against them.  The judge refused to dismiss the case and mandated that the parties submit to mediation.

This summer, the parties came to an agreement and settled the case.  It is unclear what the terms were included in the settlement.  Hyatt had stated previously that he either wanted monetary damages or his job back.  As he is not currently employed by NBC, it is likely that he received financial compensation.

Employment discrimination can have an effect on your ability to provide for yourself and your family.  If you believe you have been discriminated against it is essential that you contact an experienced employment law attorney.  Contact Pankey & Horlock for a free case evaluation by calling (770)670-6250 today.

For a long time, there was no Federal law specifically protecting lesbian, gay bisexual and transgender (LGBT) workers from employment discrimination.  Employment discrimination attorneys have spent years trying to fight these cases by squeezing them into other categories, such as sex discrimination.  Now, in specific situations, those affected by employment discrimination based on their LGBT status will have direct recourse.  President Obama has signed an Executive Order making it illegal for the Federal government and Federal contractors to discriminate against employees based on their sexual orientation.

The President actually amended an existing Executive Order that protected the employees of Federal contractors from discrimination based on race, color, religion, sex and national origin.  The amendment adds sexual orientation and gender identity to this list and makes it illegal for Federal contractors to discriminate against employees for this reason.  President Obama has made it clear that he does not want government contracts to be used to discriminate against Americans in this way.  Although he did not include a new provision relating to religious exemptions, he did leave in a provision allowing Federal contractors that are affiliated with a particular religious group to prioritize who they hire based on religion.  These stipulations go into effect sometime next year.  

Also added to the Executive Order is a mandate making it illegal for the Federal government to discriminate against transgender employees.  While past case law has already outlawed this behavior, supporters of the new provision claim that it was never enforced.  This part of the law goes into effect immediately. 

Private employers are not regulated by the new law and it is not applicable to the states.  Some states have already passed legislation to this affect but approximately 32 states are still without it.

Employment discrimination is a continuing problem across the United States.  The Executive Order may make discrimination based on sexual orientation or gender identity a less frequent occurrence.  If you believe that you have been discriminated against for any reason, contact Pankey & Horlock for free case evaluation.  Call (770)670-6250 today.

Under both federal and state employment law, Georgia employers are not prevented from hiring or firing on the basis of sexual orientation.  Or are they?

A complaint filed with the Equal Employment Opportunity Commission by Flint Dollar, a gay former music teacher, may expand the boundaries of recent case law.  Dollar had never concealed his sexual orientation from his employer, Mount de Sales Academy, a Catholic school in Macon, Georgia, and the school had not made an issue of it.  But when he announced his plans to marry his longtime partner, school officials dismissed him.  They cited no problems with his past job performance or complaints from students or parents.  

While Title VII of the Civil Rights Act prohibits discrimination on the basis of "race, color, religion, sex and national origin," it has never specifically prohibited discrimination on the basis of sexual orientation.  Attempts to claim that such cases are "sex" discrimination cases have rarely worked, because that prohibition has generally been held to cover only "gender" discrimination."

A recent Washington, D.C. case may have changed that, however.  In a suit against the Library of Congress, a gay plaintiff claimed that he was penalized for having a romantic interest in men, while women in the same office were not.  His lawyers argued that this disparate treatment was a form of gender discrimination.  A federal district court allowed the case to proceed, in spite of the Department of Justice's attempts to have it dismissed.

Now Dollar has filed his complaint with the EEOC alleging that firing him because of his decision to enter into a same-sex marriage is form of gender discrimination.  

While constitutional scholars continue to question whether sexual orientation falls within the scope of "sex" under Title VII, they acknowledge that the argument might work.  If successful, the Dollar case could change the legal landscape for gay victims of employment discrimination.

For over two decades, the attorneys of Pankey & Horlock, LLC have represented employees throughout Atlanta who have faced illegal discrimination in the workplace.  If you were treated unfairly during the hiring or firing process or during the course of your employment, you deserve justice and compensation for your suffering.  Contact our knowledgeable legal team to schedule your confidential free case evaluation.  Call (770)670-6250 today.

Unemployment has been an unfortunate reality in the United States since the recession hit in 2008. We often hear about how difficult it is for young people to find jobs in today’s economy. It is far less likely to hear about older individuals who are struggling to find a job. People that are out of work and over 45 are less likely to be without a job. But, once they are out of work, it becomes much harder for them, as opposed to younger people, to find a job.

It seems that one major reason for the large amount of older individuals who have been unemployed for long periods of time is age discrimination. Older people with years of experience can apply for a multitude of positions and receive no call back. They know they are qualified, the employer knows they are qualified and yet they don’t get interviewed. Potential employers can discover their approximate age by the dates listed on their resumes. Dates for things such as diplomas, job experience and achievements are dead giveaways for a person’s approximate age. This causes the biased employer to pass them over for someone younger. If the person has been out of the workforce for a long time this can be another major obstacle.

Some older unemployed individuals have turned to adjusting their resumes so that they do not reflect their age. They take out dates such as when they received their degree, earlier work experience, achievements and start and end dates at past positions. Some are even lying about dates on their resumes. Instead of stating that they received an award in one year, they choose a later year to make it seem that they are younger. They are not lying about their achievements or abilities, just about the timing. These folks are doing the same tweaking to their online profiles, such as Linkedin.com accounts.

Most of these individuals just want to get an interview. They are sick of being turned down immediately due to their age. Employers engaged in these practices are committing age discrimination even though it would be nearly impossible to prove. As a result, some older individuals are doing what they have to do to make a living. Omitting information is usually not a problem as long as it does not result in false information. The same way people don’t note on their resume’ that they struggled in position, they can omit dates and other age implying information. When this omitting turns into lying these people might run into a problem.

If you or someone you know has been the victim of age discrimination call Pankey & Horlock, LLC at (770)670-6250.

More than 1 million people in the United States are living with HIV. Despite efforts on the part of lawmakers to prevent discrimination in the workplace for individuals living with this disease, several recent court cases indicate that discrimination in the hiring and firing process remains prevalent across a wide array of industries.

The Americans with Disabilities Act (ADA) prohibits an employer from discriminating against a qualified candidate due to his HIV status. The Equal Employment Opportunity Commission, the federal government agency responsible for enforcing federal laws prohibiting employment discrimination, recently filed a lawsuit against Maxim Healthcare Services for refusing to hire a candidate after they learned that he was HIV positive. In the suit, the EEOC claims that the staffing service for healthcare professionals extended an offer to a qualified candidate for a position that involved sitting with patients at a local VA hospital. The offer was contingent upon the individual’s completion of a physical. The candidate underwent the examination and the health certificate clearly stated that the candidate was fit to work but it also did indicate his HIV status. The suit claims that upon reviewing the health certificate, Maxim refused to assign the candidate to the VA hospital. The EEOC is seeking an order that would prohibit Maxim from engaging in any other discriminatory hiring practices. If found to be in violation of federal law, Maxim may also be required to pay lost wages, compensatory and punitive damages, amongst other affirmative relief efforts.

Unfortunately, the Maxim case is not an isolated incident. Recent EEOC data obtained and analyzed by RH Reality Check, an online publication devoted to sexual and reproductive health and justice reporting, found that 25 cases have been filed by the EEOC over the past 10 years for discrimination on the basis of HIV and AIDS. Four of these cases are still in litigation. The report further detailed that between 1997 and 2013, the EEOC received almost 4,000 complaints from employees who had suffered discrimination based on one’s HIV or AIDS status.

For over two decades, the attorneys of Pankey & Horlock, LLC have represented employees throughout Atlanta who have faced illegal discrimination in the workplace. If you have a disability and were consequently treated unfairly during the hiring process or throughout the course of employment, you deserve justice and compensation for your suffering. Contact our knowledgeable legal team to schedule your confidential free case evaluation. Call 770-670-6250 today.

Workers in Georgia's greater Atlanta area and beyond are more aware of their rights than ever before due to a variety of reasons. Not only are employees keeping updated on the laws surrounding the hiring, firing and payment of workers, but they are taking action on the perceived wrongdoings of employers by filing an increasing number of wage-and-hour and employment discrimination lawsuits than in previous years. According to the annual Workplace Class Action Litigation Report, the number of wage and hour lawsuits increased 10-percent in just one year, from 2012 to 2013, and workplace discrimination cases have been on the rise over the last couple of years as well.

Here are some facts and ideas that may account for the increase in employment law-related suits:

• It's likely that the economic recession and early recuperation period have led employers to divide work up among fewer employees, which could potentially led to increased workplace stress and lower worker morale in general- all of which may be causing employees to second-guess their employer's pay practices. Keeping informed on your employer's wage and hour policies is a smart move, particularly if you suspect that you are not being compensated appropriately.
• Federal and state wage and hour laws and regulations are complex, so an employer's honest mistake may cause workers to think they're being cheated out of pay. However, the truth behind an unintended pay or discrimination allegation doesn't always come to light before a lawsuit is filed.
• The US economy is in a better state than before, which could tempt employees and their counsel to sue emerging businesses in good financial standing.
• A rising number of lawyers are considering taking on employee discrimination and wage and hour claims because of the amplified success of these cases in the favor of the employee as of late.
• Employees workers have more access to the world around them than ever before through social media, therefore workers have the chance to learn about all of the employment law related cases in the media, which may make them more confident and willing to file a suit.

Back in 2011, the New York Times reported that accusations of workplace discrimination rose to 99,922 in one year, from 93,277 the previous year, which represents an increase of 7.2 percent- the highest level of new discrimination cases ever recorded.

If you have been wrongfully terminated or victimized by unlawful business practices, the employment discrimination and civil rights attorneys of Altanta's Pankey & Horlock, LLC will work with you to ensure that you receive fair compensation. Contact us at 770-670-6250 for guidance, or fill out this form for a free case evaluation.

 

This month, an out of state company paid $135,000 to a customer service representative of its telemarketing unit in Kennesaw, Ga, to settle a disability discrimination lawsuit with the Equal Employment Opportunity Commission.

The company has denied any wrong doing while agreeing to the consent decree that also expects them to implement equal employment opportunity training and report and post anti-discriminatory notices.

The case was filed by an employee who was diagnosed with bipolar disorder and depression. She went on leave and wanted to extend her leave for additional treatment. Instead of being granted leave, she was fired.
This employee filed a suit against the company based on the Americans with Disabilities Act that states that employees cannot be discriminated against because of physical or mental disabilities. In such cases the onus is on the employer to make reasonable accommodations to enable the employee to carry out their functional duties. Such accommodations can include restructuring jobs, reassigning tasks, providing access facilities, modifying schedules, and redesigning tests.

In this case, the employer was unwilling to modify schedules to accommodate the employee’s need for additional leave.

Employment discrimination based on age, gender, or disabilities is prohibited in Georgia as well as under federal laws. In the state, such discrimination is covered by the Georgia Equal Employment for People with Disabilities Code and other related laws. While the federal law against discrimination of people with disabilities is part of the American with Disabilities Act, the actual enforcement authority is the Equal Employment Opportunity Commission.

The Act clearly forbids discrimination on the basis of disabilities. However, there are certain phrases that provide scope for interpretation. For instance, the act mentions major life functions and major bodily functions. As such while a blind person is clearly disabled since they cannot perform a major life function – seeing, someone with partial vision problems will need legal help proving that they have a disability. The law requires that the disability “substantially limits” bodily functions such as digestion, immune system, the brain, and so on.

Someone’s eyes do not fall underneath these categories. The law against employment discrimination because of disability covers not just termination of employment but also wage discrimination, discrimination at the recruitment stage, and refusal to make reasonable accommodations. If someone is willing to complete the work at their home but cannot and perhaps should not be in the work place all day long as the rest of the employees are, they should be allowed to perform or given a home based opportunity if they want it.

If the work standards and productivity is maintained, an employer does not have too much to lose and the person with the disability can still be a productive member of society. It seems the Company is an ideal example here.

When a person feels that they have been discriminated against by their employer because of their disability, they should consult a disability lawyer to ensure that their rights are protected.

 

A recent article published by the Atlanta Journal Constitution reveals the alarming rate at which workplace discrimination and sexual harassment claims are dismissed by Georgia courts. According to research of cases filed in 2011 and 2012, close to 80 percent of cases in the Atlanta area were dismissed prior to trial, a steep increase from the already too-high nationwide dismissal rate of 70 percent. Most of these cases fail under Georgia’s summary judgment rules, which require a court to dismiss a case if the case lacks a genuine dispute of a material fact. This common problem plagues employment discrimination cases as they are notoriously difficult to prove.

Possible Reasons for Dismissal Rates in GA

There are a number of possible explanations for the high dismissal rates, namely the aforementioned issue of lack of evidence. In order to prevail in a Georgia employment discrimination case, your attorney must prove that you were terminated, demoted or otherwise treated negatively in the workplace based on one of the protected classes – which include race, national origin, sex, age, disability, pregnancy, color, religion or history of bankruptcy. As Georgia is an employment at-will state, an employer can rebut a discrimination claim by asserting the negative employment decision was made for any other non-discriminatory reason, or no reason at all. By working with an experienced discrimination attorney, you stand a better chance of gathering the evidence you need to advance your claim of discrimination, even if the claim itself proves to be an uphill battle.

While many proponents of anti-discrimination in the workplace criticize the Atlanta court system for its seemingly apathetic approach to discrimination lawsuits, attorneys familiar with employer defense herald the statistics as an appropriate measure of the sheer volume of frivolous lawsuits passing through the federal and state systems. However, it is difficult to conceive how a case can be truly deemed meritless prior to its being heard before a judge a jury.

Contact a reputable and experienced Georgia employment discrimination attorney today

We are dedicated to helping our clients seek justice against their discriminatory employers. We urge you not to be dissuaded by these statistics and encourage you to speak to one of our lawyers today.