Workplace Discrimination and Harassment: Enforcing Your Right to Dignity on the Job

Congruence Law, P.C. Protects Workers from Discrimination, Harassment, and Retaliation

Everyone deserves a workplace free from bias, hostility, and fear. Federal and state laws guarantee workers the right to be judged on their performance—not their race, gender, age, religion, disability, or other protected characteristics. Unfortunately, many employers still allow—or actively engage in—discriminatory conduct that undermines fairness and safety at work.

At Congruence Law, P.C., we represent employees who have suffered unlawful treatment and help them pursue justice through internal complaints, EEOC filings, and litigation.

What Does Unlawful Discrimination Look Like?

Discrimination isn’t always obvious—but if your employer makes decisions based on who you are rather than how you do your job, you may have a legal claim. Common examples include:

➤ Disparate Treatment

You’re treated worse than others because of your race, gender, religion, age, or disability—whether through discipline, pay, assignments, or termination.

➤ Hostile Work Environment

You’re subjected to offensive, intimidating, or degrading behavior—often involving slurs, jokes, or unwanted attention—that interferes with your ability to work.

➤ Retaliation for Reporting Discrimination

You face demotion, termination, or other punishment after complaining about bias or participating in an investigation.

Protected Categories Under Federal Law

• Title VII: Race, color, national origin, sex (including sexual orientation/gender identity), religion

• Americans with Disabilities Act (ADA): Physical or mental disabilities requiring reasonable accommodation

• Age Discrimination in Employment Act (ADEA): Age 40 and older

• Pregnancy Discrimination Act (PDA)

• State and Local Human Rights Laws: May offer broader protection than federal statutes

What We Do at Congruence Law, P.C.

We provide legal support at every stage of a discrimination claim:

• Interviewing witnesses and collecting documentation

• Filing charges with the EEOC or state fair employment agencies

• Requesting right-to-sue letters and initiating litigation

• Seeking compensation, policy reforms, or reinstatement

• Negotiating severance for victims of discriminatory firings

We handle both individual and systemic discrimination cases across public and private sectors.

Common Employer Defenses (And How We Counter Them)

• “It was just a personality conflict.”→ We present patterns of conduct, comparator evidence, and circumstantial proof of bias.

• “We treat everyone the same.”→ We show differential impact, pretextual justifications, or discriminatory outcomes.

• “No formal complaint was ever filed.”→ The law protects informal complaints and participation in investigations from retaliation.

Pitfalls to Avoid

• Failing to Document. Save emails, texts, evaluations, and complaint records—these can make or break your case.

• Missing EEOC Deadlines. You generally have 180–300 days from the date of the discriminatory act to file. Time matters.

• Believing You Must Endure Abuse to Keep Your Job. You don’t have to stay silent to stay employed. Legal protections exist to ensure your safety.

Why Choose Congruence Law, P.C.

We don’t just see your case—we see your story. When employers violate your rights, we respond with strategic legal action aimed at restoring your voice, your dignity, and your future.

If you’ve experienced discrimination or harassment at work, contact us today:

employment@congruencelaw.com or at 202-630-8141.

You’ve worked too hard to be treated unfairly. Let us help you fight back.