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Employment Discrimination

A major area of employment law that is important to both employees and employers is discrimination. With decades of experience, our Idaho Employment Lawyers are qualified and capable to represent either employers or employees in preventing discrimination from occurring in the workplace or resolving discrimination claims. Our Employment Attorneys in Idaho have assisted clients of all types in resolving employment discrimination claim when they arise.

Through experience in assisting clients we have prevented discrimination claims from arising. Further, our Idaho Employment Attorneys that include partner Lane Erickson and attorneys and Nolan Wittrock have resolved numerous employment discrimination claims. We have been awarded the highest possible ratings from Martindale Hubbell, AVVO and JUSTIA for their experience, legal ability, and ethics and are confident that we can help you.

What Is Employment Discrimination

Every employee that qualifies as a member of a protected class is eligible for protection, and is guaranteed the right to be free from discrimination. Currently, the protected classes that exist under Federal and Idaho law include race, national origin, age, gender, religion, and disability. Anti-discrimination laws, both federal and state, ensure that an employee’s employment will not be altered, changed or detrimentally affected as result of their being a member of a protected class. In other words whether a person is hired, fired, promoted, or disciplined in some way, cannot be based on their age, their religion, their gender, or any of the other specified protected classes.

Our Employment Lawyers in Idaho have decades of experience in guiding our employer clients in complying with all applicable discrimination laws. Additionally, we have successfully defended our employer clients when discrimination claims have been brought.

Likewise, we have helped resolved workplace issues for our employee clients before any detrimental discrimination has occurred in the workplace. Additionally, our team of Idaho Employment Attorneys have represented our employee clients in resolving discrimination claims through the Idaho Human Rights Commission, the federal Equal Employment Opportunity Commission (EEOC), and in state and federal courts.

Whether you are an employer or an employee, if you have concerns about employment discrimination, we are confident that we can help you.

Anti Discrimination Laws That Apply

There are a number of federal laws in the United States that protect against varying types of discrimination. These basic federal laws include the following:

Most of the federal anti-discrimination laws listed above to apply to an Idaho employer who employs 15 or more employees.

The state of Idaho has also enacted its own anti-discrimination law known as the Idaho Human Rights Act (IHR Act). The IHR Act mirrors all of the federal anti-discrimination laws listed above, and adopts them into the IHR Act. Eligibility and coverage under the IHR Act only requires that an employer employ 5 or more employees.

Whether you are an employee or an employer, our Idaho Employment Attorneys are ready to help you in every aspect of complying with the federal and Idaho anti-discrimination laws listed above. We can also help resolve any issues, claims or concerns that arise involving discrimination in the workplace.

Enlist an Idaho Employment Law Attorney to Help You

There are a myriad of both state and federal anti-discrimination laws that apply to the employment relationship. We are confident we can assist you with any of your discrimination law concerns and issues whether you are an employer or an employee. The experienced Idaho Employment Law attorney team at the Racine Law Office are here to help you when you need it most. Call us toll free at 877-232-6101 or 208-232-6101 for a free consultation with the Racine Olson team of Employment Law lawyers in Idaho. You can also email us directly at racine@racinelaw.net. We will answer your questions and help you solve your Idaho Employment Law problems.

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