Sexual assault is difficult to process and heal from, especially if you don’t get the justice you deserve. If your abuser was a medical professional, this could also make it difficult to seek medical care in the future. This article will review what you can do if you’ve been sexually abused by a doctor.
After the incident occurs, you may be in a state of shock. And while it can feel incredibly difficult to do, telling somebody else or writing down what happened is critical. Even though your mind’s first instinct may be to forget the event, recalling the details of what happened can help you in your case.
Make sure to record the time, date, what happened, who the perpetrator was, and what was said. You’ll want to call your local law enforcement’s non-emergency number to report and make a record of the crime, and they will ask you for this information.
If you don’t feel comfortable reporting the crime to the police, you can directly contact the facility where the incident occurred or your state’s medical board. More than likely, the facility will have a procedure for this, and you may speak to an HR or medical director who will initiate a formal investigation. The same applies to your state’s medical board, as it’s their job to ensure that practitioners are adhering to their code of conduct.
We understand this next step will be difficult, as returning to a medical environment may be triggering. However, receiving a sexual assault forensic exam within the first five days of the incident is important. This will ensure you can get any necessary medical attention and a record of any DNA evidence or harm that occurred from the assault. At this time, you may want to have someone you can trust with you for emotional support.
After conducting these initial steps, you may want to consider going to a therapist to help you cope with any emotional trauma you may have as a result. A therapist will also help you deal with the emotional weight of going to court and trial.
Now that you know what to do directly after you’ve been sexually abused by your doctor, your last step is to contact a patient rights attorney to give you the representation you deserve. Navigating sexual harassment laws on your own can be difficult. Having a lawyer on your side will give you and your case the best chance at success, so you can receive proper compensation and ensure that this doesn’t happen to anyone else.
Laws, in general, are difficult for the everyday person to navigate. Employment laws are incredibly complex, especially when you get into the details of employment discrimination laws. When you hire an employment lawyer, you’re giving yourself and your case the best chance to succeed. Hiring a discrimination lawyer can help you get through all that legal jargon, tell you if your case holds water, and help you put your best foot forward. But what happens before all that, and how can you best prepare for a meeting with a discrimination lawyer?
It is critical that you craft a record of what happened as soon as possible so that the information is fresh in your memory. You want to be as detailed as possible. You can write down the date, time, what was said, or anything else about the incident that you can recall. If you haven’t done this already, stop and do it now. The longer you wait, the fuzzier the facts will become. You may want to do this digitally. Digital document information can record when you wrote the document, proving that the events recorded were as close to the incident date as possible. Ideally, you’ll want to record the following:
Once you’ve recorded as many details as possible, try to keep everything down to a single page and in the form of a timeline. Having your facts straight and in order will help you and your lawyer craft a refined narrative. It will also become much easier for you to recount events to your lawyer and keep them fresh in your mind for future reference.
Discrimination cases are filled with emotions. While you may know that you have a legal issue on your hands, you have to think clearly about what you want to get out of going to court. Taking some time to ask yourself what you want to get out of this case won’t only benefit you, but it will help your lawyer make an action plan. While your lawyer may not be able to guarantee a perfect outcome for your case, if you provide them with a clear goal, they can certainly shoot for the stars. And you don’t have to stick to one goal, either. You can write down a list of what you achieve. Some common goals are:
Again, while this does not guarantee that you can meet all your goals, this does help point your lawyer in the right direction. By knowing what you want to achieve, you and your lawyer can craft the appropriate narrative.
When you meet with your lawyer, they may have you fill out a questionnaire. Part of this is to help you outline your case and what you’ll need from your lawyer. But it will also likely ask you about your personal information—this is normal. As your case progresses, you will need to keep in close contact with your lawyer. At times they’ll have to contact your place of employment that you’re taking action against. So have your address, email address, phone number, work number, and work address on hand. If they don’t give you a questionnaire, have this information written down or printed out.
You’re also likely to have many questions for your lawyer, and understandably so. While you’re preparing for your meeting, keep a notepad or a place on your phone to write any questions that come to mind. This can be questions about the process or questions about the lawyer or law firm. There’s no shame in asking questions about who’s representing you. Their job is to keep you informed, and you want to make sure you’re employing the right person. Some common process questions include:
Additionally, there are a few critical questions you should ask them before hiring:
To note, while it may seem inappropriate to ask how many cases they’ve won, there’s no need to be shy about it. It’s understandable that you want the best odds. If they don’t have good experience with your case, you’ll know whether you need to move on to another lawyer.
Arguably, compiling relevant documents and information is one of the most important parts of preparation. If your case reaches the discovery phase, it will help immensely. Any emails, prerecorded calls, texts, resumes, contracts, employment policies, and job descriptions should be gathered, and by no means is this list exhaustive. Anything tangible that you can ethically and legally get your hands on that is relevant to your case should be collected.
If someone can attest to what happened or verify past behavior, you should write down their name, contact information, and what you believe they will be able to testify. Even if the witness didn’t directly see the event, they could be instrumental in testifying if something similar happened to them. Most often, discrimination cases require lawyers to prove a pattern of behavior. Having one or more people on the stand who experienced similar issues can help prove that.
Your lawyer will contact them and interview them individually if they consent to be a witness. However, it is important to note that they can change their mind unless they’re summoned or subpoenaed. Usually, you only have to subpoena people if you deem them critical to the case, even if they’re not directly involved.
Now that you know how to prepare for a meeting with a discrimination lawyer, you can go into that meeting with confidence. You may even help your lawyer a lot more than you think. But if you can’t find a lawyer, you feel like you can turn to and trust, workplace discrimination lawyer Tamara N Holder can help. At the Tamara N Holder Law Firm, we care about keeping you informed, representing you to the best of our ability, and getting the results you deserve.
Before beginning, it is important to note that Title IX is not intended to prohibit discrimination based on gender identity but on a person’s original chromosomes or assigned gender at birth. However, if a non-gender conforming person, such as a trans person, gets discriminated against for not conforming to sex-based stereotypes, this is sexual discrimination.
In this way, Title IX, in its most basic essence, protects gender non-conforming people, and investigators will conduct a probe if they bring a charge. But what triggers a Title IX investigation?
Title IX explicitly prohibits sex-based discrimination in federally funded education programs, so any aspect of a federally funded school or education program is subject to a Title IX investigation. One of the most common causes of a Title IX investigation is when a charge gets brought to the Office for Civil Rights (OCR) stating that sexual harassment is occurring in the program. For example, if a student, or several students, claims the university is doing nothing about complaints of rampant sexual assault, this can trigger a Title IX investigation.
The implication is that the university is turning a blind eye to sex discrimination cases and is therefore engaging in said discrimination. It is also a university’s duty to protect its students, which can trigger an entirely different charge.
As mentioned, any part of a federally funded education program can be up for investigation. Another common charge is discriminatory hiring practices, where a particular group may feel they’re not getting hired based on their sex. For example, a program’s description or interview process may have sex/gender-based language that implies a specific gender they’re looking to hire. Or there may be a significantly disproportionate firing or hiring of a particular gender.
Athletics are also commonly investigated programs. This can be in terms of coaching roles or the sex of participating student-athletes. Overall, Title IX has improved the participation of female athletes drastically. This can mean big trouble for universities that refuse to start a particular athletic program. If it is within the budget, enough students wish to engage in the sport, and there is a program for the opposite sex, it is within the student body’s right to request it.
Other times, it leads back to issues with the hiring process. Perfectly qualified female coaches, in particular, are drastically under-hired, even in female-centered athletic programs.
So, what exactly triggers a Title IX investigation? Ultimately, it is the nature of the charge brought forth. An investigation will almost always occur if a charge gets brought to the OCR stating that sexual discrimination occurred in a federally funded education program. This does not confirm that the claim arose; instead, it gets executed to see if further legal action needs to occur.
No matter the reason for a charge, Title IX cases are complicated, and you need a professional to help you navigate the field. If you believe you’ve been a victim of sexual discrimination in a federally funded education program, contact Title IX attorney Tamara N Holder to get the representation you deserve.
Gender inequality is a complex issue with ramifications that are difficult to quantify. While statistical information can provide us with numbers and averages, we will never be able to identify all the individual impacts gender discrimination has on a person. That said, we can draw reasonable conclusions as to the overall impact on women as a social group. To gain a clearer and more comprehensive understanding of the issue at hand, let us explore how gender discrimination affects women in the workplace.
It’s crucial to understand that when the term woman appears within the context of this article, it refers to all women, including trans women. This issue does not affect everyone the same way, but we can make fair assumptions about the emotional, mental, and physical impacts gender discrimination has on women.
It is an unfortunate truth, but many women see or experience different forms of discrimination early on in childhood and throughout their adult lives. Because of this, a passing insensitive comment may no longer have a significant and direct impact by the time a woman reaches working age. It is a kind of purposeful blindness and thick skin many develop to exist relatively peacefully in their bodies. By the time comments take the form of serious or systemic discrimination, the emotional and mental impacts have already occurred.
Many mental health professionals believe that continual exposure to discrimination erodes one’s sense of stability, confidence, and overall sense of self. When the environment you expect to be safe and equal in (the workplace) is suddenly unsafe, it causes a shift in self-perception. When a woman feels less than for reasons she cannot control, what is she to do besides leave or take legal action?
Both can be unreasonable, drastic, or unobtainable measures that force many women to stay in a place that is not viable for fostering a healthy mindset. Thus, many feel compelled to stay and experience this discrimination, leading to stress, anxiety, depression, trauma, PTSD, and other comorbid disorders. These mental and emotional impacts also take the form of bodily effects such as insomnia, compulsive behavior, disordered eating, and much more. Any continual exposure to emotional pain and trauma has the potential to foster disordered thinking.
Individuals make up communities and organizations at the meso-level of society. To put this into a numbers perspective, according to EEOC data, the percentage of cases filed on the basis of gender discrimination in the fiscal year of 2021 was 30.6%. In total, the number of cases filed was over 18,000, with over 80% of those cases filed by women. The ripple effects of these cases can touch an almost unquantifiable amount of people; how do we believe this impacts communities?
While it may seem like a stretch to some, if young girls see their mothers, sisters, grandmothers, and other loved ones experience discrimination, what happens on a societal level? What happens to this gender as a whole? When a systemic issue remains unmitigated, it creates financial, educational, and opportunity gaps that grow over time, leaving it up to the subsequent generations to deal with those gaps. We cannot focus on the improvement of the future if we are busy healing the wounds of the past—but it is necessary.
As mentioned previously, all women face the consequences of gender discrimination in the workplace, but how it affects subgroups can be vastly different. For many, it is not as simple as falling into one category or minority group; this is where intersectionality comes in. Intersectionality is the understanding of how aspects of a person’s different identities affect their social standing and create different modes of privilege as well as types of discrimination. These categorizations consist of but are not limited to race, sexuality, gender, and disability.
For example, a woman can be cis-gendered but also a lesbian and a woman of color. Black women make up over 50% of women in the workforce. With the most common charges filed with the EEOC being race and sexual discrimination cases, we can draw some conclusions. To put it succinctly, the more of these groups you fall into, the more likely you are to face issues with discrimination.
Let us form a more concrete example; say we have a 34-year-old third-generation Mexican woman named Emilia. She is a first-generation college graduate, makes $30,000 a year, is a single parent of two children, and has recently become disabled due to medical issues. She needs her job and cannot afford to care for her children without it. But Emilia is suddenly a victim of quid pro quo sexual harassment; her employer will only keep her there if she provides him with sexual favors. What are her options?
She can stay and continue to face the harassment, or she can leave, putting her family at risk without proper financial backing. She can also try to file charges, but this takes time and money she doesn’t have. She must make a decision, and no matter which one she makes, she or her loved ones suffer.
The scenario listed above is not out of the ordinary or an outlier; many women face impossible decisions such as these every single day. What options are available?
Unfortunately, the answer is not simple, and remedying this issue requires serious analysis and reform on the macro level. But employers have much more power than they realize, and solutions often start with them. Analyzing hiring processes, company culture, and personal biases can significantly impact the lives and livelihoods of women. Make it clear that your company does not stand for discrimination such as this and act accordingly; protect those that need protection.
Every group and its parts have an inherent value in society, and for them to progress as others do, they need access to jobs and the capital it provides.
Now that you have a better idea of how gender discrimination affects women in the workplace, it’s time to be an ally and ask yourself how you can help your fellow woman. And if you’ve been a victim of gender discrimination in the workplace, contact gender lawyer Tamara N. Holder so that you can get the help, resources, and representation you deserve.
It can take a lot to muster up the courage to speak to HR and report workplace harassment. It puts you in a difficult and awkward situation, especially if you don't have the luxury of immediately leaving that job. To help make this situation a little easier, here's what employees who report workplace harassment should know.
Retaliation in the workplace occurs when an employer, such as a manager or supervisor, tries to punish or enact revenge on an employee for engaging in a protected activity. Protected activities include reporting illegal activity such as workplace harassment, and it is illegal for an employer to retaliate against you for doing so.
Despite retaliation being illegal, that doesn't mean that employers won't, and your report doesn't have to be against your employer for them to retaliate against you. Anything that could negatively impact the company's "image" could cause your employer to retaliate. So, if you notice your employer cuts back on benefits, pay, or attempts to isolate or fire you, this could be a case of retaliation.
If the company does nothing or the issue isn't addressed, you have the right to file charges with the Equal Employment Opportunity Commission (EEOC), especially if the behavior continues. When filing a case with the EEOC, you have about 180 days from the day of the inciting incident to do so, and the investigation can take up to 10 months to complete. After the investigation concludes, you will receive a "right-to-sue" notice indicating that you filed the charge and can proceed with a lawsuit.
It is important to note that when you file the charges with the EEOC, they will notify the company you are suing within the first 10 days. Ideally, you'll have a lawyer ready to defend you long before then. Talking with a lawyer before filing a charge with the EEOC can help you determine whether your case holds water, and if it does, they'll help you gather the evidence necessary. Without a lawyer, you leave yourself vulnerable to waiting 10 months and receiving a Dismissal and Notice of Rights if they don't find reasonable cause to believe the incident occurred.
This is just a small part of what employees who report workplace harassment should know because every case is different. To understand the details and the ins and outs of your case, speak to work environment lawyer Tamara N Holder and get the legal representation you deserve.
While many laws and policies, both at the state and federal levels, are designed to protect workers from discrimination, it still happens. In fact, certain forms of discrimination are more common than others, and with how many discrimination cases the EEOC deals with annually, it’s important to know who’s at risk and why. To increase your awareness of what to avoid in a company and the challenges you may face, read on to learn about the most common types of workplace discrimination.
According to a data analysis done by the EEOC in 2020, the top three most common forms of workplace discrimination are relation, disability, and race. This data was quantified by measuring the charges filed and observing their categories. While these are only filed cases, retaliation makes up a staggering 55.8 percent of all charges filed to the EEOC.
Retaliation is when an employer discriminates against an employee due to engaging in a protected act, usually one that doesn’t benefit the employer. For example, reporting workplace harassment or crimes are both acts employees are legally allowed to engage in. However, an employer might enact revenge, like cutting hours, nixing promotions, or reducing pay. Although this is completely illegal, it is the most common claim.
Disability discrimination claims come in at 36.1 percent of all EEOC discrimination claims. Disability discrimination can occur as firing, refusing to hire, refusing provisions, or harassing on the bases of an employee’s disability. It is important to note that if an employee is unable to do their job due to their disability, this is not considered discrimination and is a bona fide occupational qualification (BFOQ). However, some employers may use this as a guise or excuse to act out discriminatory practices, so it should always be investigated further.
Claims of racial discrimination are at 32.7 percent, and while it’s one of the most common, it can often be one of the most complex. Racial discrimination can look very different depending on who endures discrimination. For example, if an employer pays people of color less than their white employees who are doing the same job, this is considered racial discrimination in the workplace.
It’s also worth noting these are not the only forms of discrimination. Among the top five most common forms of discrimination, ageism is one of them. With 27 percent of the workforce being above the age of 55, many older employees need age discrimination lawyers to help them prove their cases.
Even though these are the most common types of workplace discrimination, they can still be difficult to prove, as employers can lie about their true intentions.
If you’re reading this article, it’s likely because you believe that you or a loved one has experienced discrimination in some way. At this point, you likely contacted an employment lawyer, worked with them to garner the evidence, finished the pre-litigation process, and filed your case. Now what? If you want to take some of the mystery out of what may happen from here on out, here’s what you should expect after suing for race discrimination.
Once you’ve filed your case in court, meaning you or your lawyer delivered the complaint to the courthouse, you are now the plaintiff, and the person you are suing becomes the defendant. The defendant has about 30 days to respond to said complaint. However, there are opportunities to extend this process, so it may take longer.
At some point, within 30 to 60 days, the defendant will likely try to file a motion requesting that the court throw out the case. There will be some back and forth between parties, with your lawyer and the defendant’s lawyer debating about the law and whether the case holds any water. You will not be there for this court hearing. If you have a solid case and a good lawyer, most of the time, the court denies these motions. If the motion passes, your lawyer should file a notice of appeal to amend the case and keep it in court.
After this, if the motion to amend passes and your case is now in court, both parties’ lawyers will begin to exchange essential information with one another. This step is referred to as “written discovery” and is critical to forming an even playing ground where everyone has access to correct and pertinent information. Your lawyer may request certain documents, depositions, or interrogations.
When a lawyer requests documents, they are demanding physical or digital files that contain pertinent information to your case. A request for deposition is a list of statements that the defendant must confirm or deny. An interrogatory request is a list of questions given to the other party that they must answer truthfully. However, it is important to remember that you, as the plaintiff, may receive these requests as well, and they can include sensitive and personal information. Depending on the law in your area, a lawyer can deny access to certain information that the court does not deem relevant.
You may be familiar with the term deposition. This is when lawyers bring forth witnesses and ask those witnesses questions, under oath, that they must answer truthfully or risk facing perjury charges. Your lawyer will likely depose multiple witnesses, including but not limited to people who saw the act of alleged discrimination, the defendant, and anyone else with relevant information.
Unlike the previous requests for deposition from the defendant, these questions are answered in real-time in the lawyer’s conference room. Remember, like the written discovery process, you will also be deposed and will have to visit the defendant’s attorney’s conference room. Additionally, there will be a court reporter in the room whose job is to write down what everyone says. This allows the court to keep a written record for possible future use. Typically, this process should last no more than a day.
While this process may seem nerve-wracking, remember that your lawyer is there to defend you. All you must do is answer the questions the opposing lawyer asks you, and if you’re telling the truth, this process should be easy. If you face an inappropriate or irrelevant question, a good lawyer will step in, and they may tell you not to answer it.
It’s important to note that in some cases, before your case reaches the mediation phase, the other party may pass a motion of summary judgment. You won’t have much to do with this case other than answer a few questions and read a few documents. Crafting an opposition is very work-intensive for your lawyer, so you must stay in good communication with them. When the defense lawyer proposes a summary judgment motion, it is an attempt to resolve the case before it goes to trial, which is generally good news for the plaintiff. However, this doesn’t always occur, and from there, most cases will move onto the settlement or mediation phase.
The settlement of a case can occur at any of these stages but usually transpires sometime after the depositions. Many discrimination cases end in mediation, and mediation is, in itself, a complex process. Usually, the two parties will sit in the same conference building but in different offices, where a mediator goes back and forth. Usually, this mediator is a retired judge with extensive knowledge in the field the case is in, and the mediator will transfer information and monetary proposals between parties.
At the end of this, the mediator will propose an amount, and if both parties agree, the case is settled. If not, the case continues. The monetary amount of a settlement can vary greatly, but the average amount is usually somewhere between $40,000 to $100,000. If you both settle, you will sign a contract that essentially states, in exchange for the money awarded, you will drop the case.
If mediation does not occur or the two parties fail to agree upon a settlement, the case will move to the trial phase. At this point, your lawyer will begin trial preparations. This includes organizing information, documents, evidence, witnesses, and debate on what should and shouldn’t be excluded in the trial. At some point, your lawyer may enact a mock trial with you to prepare you for the court date. However, as stated previously, the case is open to settling at any time, and many cases end up settling close to the trial date.
Discrimination trials typically take about two to three weeks, so the court date will only refer to the date the trial beings. Additionally, your lawyer will question the jury pool to ensure the jury is fit. Once in court, the first thing your lawyer will do is make an opening statement summarizing the evidence that they will discuss. Typically, the plaintiff will go to the stand, where the defense will cross-examine them, and once finished, the defense will lay out their case. Once both parties finish examining and laying out the evidence, they will make a closing statement to summarize their final points.
Afterward, the judge will send the jury to deliberate, and when they return, they will decide whether the plaintiff “wins or loses” the case. Sometimes, one or both parties will file an appeal if they believe that an egregious error occurred during the legal proceedings.
Knowing what you should expect after suing for race discrimination is critical because companies know how long and arduous the litigation process is. They may use that against you to intimidate you into settling for less than you deserve. If you feel like your current lawyer isn’t representing you in the way you deserve, contact racial profiling lawyer Tamara N. Holder for an experienced attorney that cares about you and your case.
Pay discrimination, also known as wage discrimination, involves paying someone less than someone else due to some form of bias. To help you better understand what wage bias looks like and why it may occur, read on to learn five common reasons for employer pay discrimination.
Sometimes, when an employer reduces an employee’s salary, they may be doing so to punish the said employee as revenge. When an employer does this, the act is known as retaliation, especially if done because the employee engaged in a protected act. Protected acts include, but are not limited to, taking PTO, reporting a crime, using allotted benefits, and more. For example, if an employer reduces an employee’s salary because they reported the employer to HR for sexual harassment, that is retaliation.
For cis women, pay discrimination can occur due to a question of ability. For trans women, or genderfluid people, questions of ability may also occur, but it is most often due to prejudice. The same applies to different sexualities, usually against sexualities not considered outwardly heterosexual and monogamous. Employers may use pay discrimination to subtly spite a person’s identity they disagree with.
It is important to note that race, ethnicity, and origin are different things and can all be reasons for a hateful employer to discriminate against you. Racial discrimination, or racism, is prejudice against a person for their physical characteristics, such as skin color. Ethnic discrimination is prejudice against cultural characteristics, such as discrimination against women who wear hijab, though this may bleed into religious discrimination. Origin-based discrimination is prejudice against the place where someone was born, regardless of physical characteristics or identification. Again, an employer may reduce an employee’s wage to discriminate against these people.
Religious discrimination can be hard to pinpoint, as being able to tell someone’s religion can be difficult without knowing them personally. However, for those who regularly wear religious garments, this can put a target on their backs for prejudiced employers. They may use pay discrimination to force an employee out. Some employers would rather get in trouble for pay discrimination than get marked as prejudiced.
Ageism is discrimination against someone’s age, and ableism is discrimination against a physical or mental disability. Usually, employers look at age or disability and question how well that person can do the job. Again, an employer may use pay discrimination to force an unwanted employee out because they can’t fire them with good reason. This is especially so for senior employees who have worked long-term for companies, and employers may want “fresh blood.”
Even though these are just a few common reasons for employer pay discrimination, they almost always have the same root of prejudice and misplaced anger. If you believe you’ve experienced wage discrimination for any reason here or reasons not listed, you need a pay discrimination lawyer to help you get things sorted out once and for all.
In general, it can be challenging to prove or to be certain that what you’re experiencing is specifically due to your sexual orientation. This is because it’s very easy for an employer or colleague to lie about their true intentions. However, there are some things you should look for– some more obvious than others. To help, this article will review the signs of sexual orientation discrimination in the workplace.
It is only legal for an employer to inquire about your sexual orientation if it is a bona fide occupation qualification (BFOQ). In extremely rare cases, your sexual orientation may prevent you from doing a specific job function, which is what the BFOQ attempts to recognize. And in these rare cases, the argument usually occurs when members of the LGBTQ community apply for religious positions. Despite the BFOQ exemption, it is extremely rare for an employer to win this argument.
Other than that, there is no reason your employer should inquire about your sexuality; they have no legal right to. If an employer asks about your sexual orientation, this is almost 100 percent of the time sexual orientation discrimination.
Many members of the LGBTQ community have experienced bullying, inappropriate comments, and cruel jokes throughout their lives. So much so that when someone makes a “joke,” they can easily ignore it. Not only should this never happen to anyone, but it also certainly shouldn’t happen at your job, where people should be professional and respectful.
It’s also important to note that it doesn’t matter if the comment was a joke or a comment made in ignorance; if it made you uncomfortable, it should not go unaddressed. While you can personally and privately tell the person what they said made you uncomfortable, that may not be enough to stop them, and you should report it to HR. If HR doesn’t act, and you notice that other coworkers are getting away with similar things, this is likely a systemic problem in the company that you need to distance yourself from.
Overt harassment can take many forms, often appearing as physical, verbal, or sexual harassment; you’ll likely know it when you see or experience it. Other forms of over harassment can include not being able to keep a picture of your partner on your desk while others can, or even being unable to wear specific colors and have pride flags on your desk.
Knowing the signs of sexual orientation discrimination in the workplace can arm you and others with the knowledge to protect LGBTQ members from harassment. If you feel you’ve been a victim of sexual orientation discrimination in the workplace, contact an LGBTQ discrimination lawyer and get the representation you deserve today.
