Any of these factors need only be a deciding or prompting factor in your employer’s decision to negatively affect the terms or conditions of your employment, e.g., fire you. It doesn’t have to be the only factor, or even the most important one. You are protected against discrimination, if your membership in a “protected class” was a significant reason, if not the only one, that led to the decision to terminate your employment.
Unfortunately proof of discrimination is often extremely difficult to prove and an employee who is the casualty of unlawful discrimination usually must rely on circumstantial evidence and statistics, as opposed to direct evidence such as racial, gender or age based derogatory remarks or epithets.
Another important distinction on the validity of a discrimination claim is how people often confuse unlawful discrimination with unequal treatment resulting from other factors such as nepotism, favoritism, personality conflict, or just plain unfairness. If you are treated differently at work or terminated for any reason other than your membership in a protected class, such as those reasons mentioned above, you have not been discriminated against in the eyes of the law. Different, bad, or unfair treatment or decisions, even ones resulting in your termination, are not unlawful, however random, unjust, dishonest or baseless.
Sidney L. Gold & Associates: Philadelphia Employment Discrimination Lawyers Defending the Rights of Employees
Call Philadelphia employment discrimination attorneys at Sidney L. Gold & Associates, P.C. today for an assessment of your employment discrimination claim. In Pennsylvania or New Jersey, please contact Sidney L. Gold and his team of qualified employment lawyers to ensure your claim is properly filed and acted upon in the best way possible for you. Don’t hesitate, call our Philadelphia discrimination lawyers today at 215-569-1999, or contact us online.