New Haven Employment Discrimination Lawyer

Discrimination and Wrongful Termination Claims in New Haven

Are you a victim of discrimination in the workplace? You have rights under both state and federal law. Axelrod & Associates, with over 34 years of dedication to helping victims of discrimination in the workplace, have handled thousands of cases including those involving Fortune 500 companies, Fortune 100 companies, unions, learning institutions, cities, towns and state and municipal agencies. Our reputation in the area of employment law and discrimination cases Axelrod & Associates in the forefront and establishes them as a source for other attorneys to refer their cases involving discrimination and workplace violations.

We are committed to helping those who have faced discrimination or wrongful termination to resolve the issue, and engage in negotiations through Demand Letters and Investigation Letters to assist them to avoid litigation whenever possible. Many cases settle out of court, but the firm has the ability and confidence to litigate when necessary. Employers often dispute these cases. Documentation to support your claim strengthens your legal position against your employer. When possible keep a written record of any incidents, witness statements, phone or text messages or other forms of evidence. A New Haven employment discrimination attorney from the firm can evaluate the situation and advise on the best way to proceed on your behalf.

Areas of Practice

Age Discrimination Employees have protection against age discrimination under both federal and state laws. As the "Baby Boom" and "Generation X" population gets older, these cases occur more frequently. It is disheartening and discouraging when a job applicant or employee becomes a victim of this type of discrimination. Our attorneys have the background and experience to properly evaluate the merits of your claim on an immediate basis. Read more about age discrimination...

Disability Discrimination Federal and state Laws protect the worker from discrimination based upon either a perceived disability or an actual disability. The Americans with Disabilities Act (ADA) passed in 1990 and a subsequent American with Disabilities Amendment Act (ADAA) in 2009, are federal laws that protect you from discrimination if you have a disability but are sufficiently qualified to perform the essential duties of the job. Read more about disability discrimination...

ERISA The Employee Retirement Income Security Act (ERISA) became law in 1974. This law does not make it mandatory for a company to establish a retirement plan, but it does set out rules and regulations for employers with regard to the operation of pension or retirement plans. Read more about ERISA...

Fair Labor Standards Act The Fair Labor Standards Act, or FLSA, regulates the standards with regard to the classification of an employee as an exempt or nonexempt employee which has a significant effect upon hours of work and overtime pay. Record keeping, as well as restrictions involving child labor and other matters concerning wage and hour requirements for employers are also covered by this extensive law. The State of Connecticut also has significant law and regulations to protect employees. Read more about Fair Labor Standards Act...

Family Medical Leave Act Violations An employee has the right under law to have certain time away from work when crucial family issues occur, such as pregnancy, pregnancy-related conditions, to care for your spouse, son, daughter or parent with a serious medical condition or other eligible circumstances under the Act. Read more about Family Medical Leave violations...

National Origin Discrimination If an employee believes he or she is the victim of unfavorable treatment because of country of origin, or the particular region the employee comes from, due to ethnicity or accent, (to name a few) the law offers protection and may have the right to seek recourse against their current or former employer. Federal and state law protects workers from employees who discriminate on the basis that includes hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits or any other condition involved in employment relationship. Read more about national origin discrimination...

Pregnancy Discrimination Women who become pregnant, take maternity leave have their continued employment protected under federal law and state law. Pregnancy discrimination is illegal in the U.S. If a pregnant woman is unable to perform the duties of her job temporarily due to a condition related to a pregnancy, in accordance with the law, she is to receive treatment in the same manner as any other temporarily disabled employee. Read more about pregnancy discrimination...

Race Discrimination Title VII of tjhe Civil rights Act of 1964, as Amended and state law forbids discriminating against employees based upon their race. This includes all aspects of employment, such as hiring, firing, wages, job assignments, promotions, layoffs, any job training, and other matter involved in employment. Read more about race discrimination...

Religious Discrimination An employee has recourse under federal and state laws if subjected to adverse treatment in the workplace due to their religious beliefs. Religious discrimination and harassment can include verbal remarks that are offensive. In order to determine whether the employee has a case, an investigation can establish the extent of the harassment, and any adverse employment issues or practices that the employee believes related to religious beliefs. Read more about religious discrimination...

Retaliation & Hostile Work Environment Federal law forbids the firing, demotion, harassment or other retaliation against an employee, based upon the fact that the individual had complained to the employer about discrimination at work, or participated earlier in an employment discrimination legal case (either investigation or lawsuit) or offered to support another employee who complained or raised issues involving discriminatory behavior in the workplace. Read more about retaliation & hostile work environment...

Severance Agreements Many employees in the workforce have lost jobs that they thought were secure before the economic downturn. In a number of cases the terminated employee was dismissed for reasons that are protected by law such as sex, race, gender, nationality age or disability a "severance agreement" may be offered. In other situations they may be offered to employers terminate employees nearing retirement age, and/or have worked for a company the longest with the highest paid salary. In addition when terminating employees that the employer considers to possess proprietary information or other knowledge of the employers business practices they may offer a "severance agreement". The attorneys at Axelrod & Associates have the experience to look below the surface to evaluate the actual reason for the termination, the existence of discriminatory motive and if the offered severance is reasonable based upon all factors. We can advise you of your alternatives including further negotiation, asserting your rights or to accept the severance agreement under the circumstances. Read more about severance agreements...

Sexual Harassment Sexual harassment in any form can destroy the employment opportunities and morale of the victim. Whether an employee faces sexual advances, verbal remarks, unwanted touching, or other types of harassment, the individual has legal rights in the workplace. Read more about sexual harassment...

Sex/Gender Discrimination The sex of an employee should not affect the rate of pay, opportunities for advancement or any other aspect of a job. Some employers give more incentives to workers who are one sex rather than the other. Studies show that even though the gender gap is less than in previous decades it still is alive and well in the workplace with men promoted more frequently often due to sex discrimination. The employer has a duty at law to prevent sexual harassment or quid pro quo sexual harassment of either female or male employees. Read more about sex/gender discrimination...

Whistleblower Claims Federal and state law protects you if you are an employee of a company engaged in illegal activities and you report the company to a state or federal regulatory or oversight agency; this can include OSHA. Thereafter if you have been the victim of adverse behavior or other form of retaliatory behavior after reporting your employer for violations, whether in safety, environmental issues, public safety hazards, or violations concerning securities fraud or other activities, you need the qualified legal help of Axelrod & Associates. Read more about whistleblower claims...

Workers' Compensation Retaliation An employer has certain duties toward an employee following the filing of a claim for an injury in the workplace, including allowing the employee to continue to work in another capacity if the worker should be unable to perform the former duties due to the injury. Some workers who have filed claims suffer further harm in losing their jobs in retaliation. If you believe this has happened to you, you have legal rights and should protect those rights. Read more about workers' compensation retaliation...

Wrongful Termination An employer can dismiss an "at will" employee for any reason in contrast to an employee with a written contract with specific terms concerning termination. There are several exceptions to this rule, and if you feel that you are the victim of unfair termination from your job, you need to proceed to quickly to have your claim properly evaluated under the law. Among other areas an employee who raises an issue while employed of improper actions that violate the law and have an effect upon public policy may have a claim for wrongful termination. Read more about wrongful termination.

Contact a New Haven Employment Discrimination Attorney from Axelrod & Associates to assist you with your employment law issue. We serve the areas of New Haven, Stamford, Branford, Meriden, Waterbury and Bridgeport.