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  • Philadelphia Employment Discrimination Lawyers

    Employment Discrimination and Harassment

    Despite the protection provided by federal and state lawsdiscrimination and sexual harassment continue to happen in the work place. Since 1947, Galfand Berger and its Employment Law attorneys have fought for clients to correct workplace wrongs and make significant recoveries for clients who have been discriminated against and/or harassed in the workplace.

    Although workplace discrimination and sexual harassment should never occur, many people are victims of this unfair and illegal treatment. If you believe that you may have an employment discrimination place, here are some questions that you may have:

    Workplace discrimination is the denial of employment, employment termination and/or alternations of the terms and condition of employment based upon a protective classification. Terms and conditions may include wages, hours, bonus and job assignment. Protective classifications include race, age, sex, national origin, religious affiliation, military status, disability and pregnancy. An employee’s right to be free from discrimination is protected by the VII of the Civil Rights Act of the United States and the Pennsylvania Human Relations Act. Discrimination can be direct and indirect and can be targeted on a single individual or a group of individuals. It is often reflected in conduct or statements but can sometimes be demonstrated by statistics when policy affects one class of people differently than others. Our Philadelphia employment law lawyers handle all types of cases involving workplace discrimination, including:

    Discrimination and sexual harassment are different legal concepts.


    Sexual harassment can occur in a variety of circumstances, including but not limited to:

    • The victim as well as the harasser may be a woman or a man. The victim or harasser never has to be of the opposite sex.
    • The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co–worker or a non-employee.
    • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
    • Unlawful sexual harassment may occur without economic injury or employment termination of the victim.
    • The harasser’s conduct must be unwelcome.

    Many companies have policies regarding any discrimination, harassment or retaliation that may occur in their company handbook. Likewise, they may have reporting requirements, mandating a certain procedure. You should request that the company take action to correct and stop any discrimination, harassment or retaliation that is occurring. You should follow the reporting procedure and document your actions in writing. Failure to follow the reporting procedure may lead to a denial of your rights to recover legal damages for the improper action of the company.

    You have to act promptly.

    There is a limited time in which you can bring a claim for discrimination, harassment or retaliation. You must file your claim with the Equal Employment Opportunity Commission (EEOC) under Title VII of the Civil Rights within 180 days of the last act of discrimination and the same holds true for filing a state claim with the Pennsylvania Human Relations Commission (PHRC). However, if you file a claim with the PHRC within 180 days of the last act of discrimination or harassment, you can file a claim with the EEOC within 300 days of the last act of discrimination or harassment.

    Contact the Experienced Philadelphia Employment Discrimination Attorneys at Galfand Berger

    If you or a loved one believes that you have a claim for discrimination, harassment, or retaliation, we are happy to answer your questions and have one of our Philadelphia employment lawyers review your case for free. Please call us at 1-800-222-USWA (8792) or complete our short contact form and a member of our firm will contact you.

    With offices in Philadelphia, Bethlehem, Lancaster and Reading, we serve clients throughout New Jersey and Pennsylvania. And, remember, there is no fee unless we recover fair compensation for you.