With 2017 fast disappearing and the New Year close at hand, we submit at Shepherd, Finkelman, Miller & Shah, LLP, that it might to timely to make a few year-end points regarding the realm of employment law.
That workplace terrain — always challenging and sometimes volatile — has made for especially front-and-center subject matter throughout the current year. Recurrent stories featuring harassment and discrimination claims have been a media mainstay in 2017, with that being unlikely to change going forward.
As we note on our firm’s website, employment law disputes “are governed by complex laws and numerous agencies at the state and federal levels.”
That reality commonly introduces a hyper-complicated element into claims that an employer is challenging or that a worker is bringing, respectively. Some disputes must initially proceed through administrative channels. Alternatively, others can be taken straight to court. In any given case, strict timing aspects can apply, as well as highly varied procedures.
Allegations of discrimination are often at the fore of employer-worker disputes, with, again, both federal and state laws being in place to address them. We note on our site that state standards and enactments are often more stringent than federal protections in many instances.
What merits noting for both employers and workers is the lengthy list of so-called “protected” categories applicable to employees in American companies. Collectively, these are top-tier concerns for federal authorities investigating on-the-job discrimination claims.
Employee and job applicant characteristics that are often at the heart of workplace discrimination claims include age, race, national origin, religion, gender, disability and sexual orientation.
Workers with grievances have a strong need for proven legal representation to effectively advance their concerns and help them obtain meaningful remedies against discriminatory behavior. Likewise, employers have an equally compelling need to defend against discrimination allegations and to have strong anti-discriminatory policies in place.
A deep legal team at an established employment law firm that represents both employers and workers can effectively address all those concerns.