When a company is accused of discrimination by a current or former employee, it can have serious repercussions. Not only may the company be forced to pay excessive financial compensation to the employee, but their reputation may suffer irreparable damage. Unfortunately, some employees treat even insignificant and/or irrelevant issues as evidence of discrimination, forcing their employers into a legal dispute. Such a situation needs to be resolved as quickly as possible in order to ensure that no harm is done to the company’s operations.
At Cagle Carpenter Hazlewood, we are committed to doing whatever it takes to ensure that our clients’ business interests and reputations aren’t unfairly harmed by baseless accusations of discrimination, both by helping companies to implement effective anti-discrimination policies and by representing those who have been accused of discrimination. Contact one of our Austin discrimination lawyers today to discuss your case with a qualified legal professional and learn about how our team can put our services to work protecting you.
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Under the state and federal laws, employers may be charged with discrimination against employees for a wide range of different reasons. Some of the most common types of discrimination lawsuits include:
- Racial discrimination
- National origin discrimination
- Gender discrimination
- Pregnancy discrimination
- Disability discrimination
- Age discrimination
These and other types of discrimination accusations can have profoundly damaging effects for a company and need to be aggressively countered as soon as possible.
At Cagle Carpenter Hazlewood, we will do whatever is necessary to ensure that your business does not suffer as a result of discrimination accusations. Contact an experienced Texas discrimination attorney to find out what actions we can take to defend your company’s reputation and good standing.
How can Cagle Carpenter Hazlewood help me establish anti-discrimination policies for my company?
[Firm-name] can help you handcraft anti-discrimination policies that abide by local, state, and federal anti-discrimination laws and which best reflect the particular needs of your company. It is always a good idea for companies to have express anti-discrimination and anti-harassment policies in place so that employees know their rights and protections and the company can effectively uphold these protections in the unfortunate event that a discrimination or harassment claim arises. These policies can also protect companies from baseless discrimination claims and set forth a procedure of what steps to take in the event a claim is filed.
What are some common examples of workplace discrimination to look out for?
Workplace discrimination can manifest in a number of ways and it is important for employers to know common examples in order to best fight back against discriminatory practices. This protects both employees from unfair treatment and your company from potential lawsuits. The best way for a company to protect itself from baseless discrimination claims is to be an upstanding example of equal and fair treatment for all employees. Look out for any instances of unfair hiring practices, work assignments, or promotion patterns that intentionally exclude certain races, genders, sexual orientations, and ages, and make it a regular practice to talk to your employees about day to day issues that may be deemed discriminatory.
How can I fight back against a baseless discrimination claim?
To fight back against a baseless discrimination claim, you should immediately seek skilled legal counsel to advise you of the best course of action to save your company’s reputation and prevent you from being pulled into a potentially lengthy and expensive lawsuit. Companies with an upstanding history of equitable treatment for their employees and those that have taken pains to prevent discrimination within the company will be more likely to effectively and quickly shut down a baseless claim, so a good preventive measure is to make sure you are actively battling discrimination and harassment as a standard for your company. Most importantly, you should take the claim seriously and avoid rash and potentially damaging decisions, trusting your attorneys to appropriately and legally shut down the false claim.