Discrimination and harassment
Held back for being who you are
Unfair treatment often shows up as a pattern: the schedule you never get, the promotion that goes to someone else, the jokes that don't stop. We help you put the pattern in order.
You don't have to prove everything on the first call. Start with what you remember and who else saw it.
Race, color, national origin or accent
Sex, pregnancy or gender identity
Age, or a disability and the accommodation you asked for
Religion, or the days you can't work
Harassment from a boss or coworker
Before we start
What helps a case
You can collect these while still working there. We'll tell you what's safe to keep.
Dates and details
What was said or done, and when. A note on your phone from that day is worth more than memory a year later.
Who saw it
Coworkers, customers or a manager who was in the room, even if they won't say so out loud yet.
Who else
Whether others were treated the same way, and whether anyone complained before you did.
Questions about unfair treatment
What if human resources already investigated?
An internal investigation closing doesn't end your options. Bring any email or letter about the result, and we'll go through what it did and didn't address.
Is one comment enough?
It depends on what was said and by whom. A single serious incident can matter, and so can many smaller ones. We'll look at the whole picture, not only the worst moment.
Do I have to keep working near the person?
Not necessarily. We'll talk about schedule changes, transfers and what to ask the employer for, so you aren't forced to choose between safety and a paycheck.
Begin with the day you remember best
You don't need a file or a perfect timeline. Tell us what's been happening and we'll help you sort the rest.