Under federal law and the laws of most states, it is illegal for an employer to treat an employee differently based on that employee’s protected status. A protected status is a characteristic, category, or trait that is protected by federal or state antidiscrimination laws. Federal antidiscrimination laws prohibit discrimination in employment based on gender (including pregnancy), race, national origin, color, age (employees 40 and older), disability, genetic information, or religion. State antidiscrimination laws may include other protected categories, such as sexual orientation, marital status, or gender identity.
Not all employers are covered by antidiscrimination laws, though. Federal antidiscrimination laws apply only to employers with a certain minimum number of employees (typically 15 or 20, depending on the protected characteristic). Exceptions to the antidiscrimination laws may also apply; for example, religious institutions may be exempt from certain provisions. State laws vary as well. Because there are many complexities to antidiscrimination laws, it is important to talk to an employment lawyer about any potential discrimination claims you may have.
If you believe that your employer has treated you differently based on one or more of these protected statuses, you should talk to Lisa right away. Lisa can help you figure out if you are protected under state or federal law and, if so, what actions you can take to enforce your rights.