Employer Representation

Employers face employment law challenges and potential liability because of the numerous federal and state laws governing employers and the wide range of legal claims available to employees. All employers, regardless of the size of their workforce, are served by a general understanding of applicable employment laws, potential employee claims, employment policies and practices that are fair, clear, and consistently enforced, and regular training of managers, supervisors, and employees.

Murray Law provides experienced counsel and representation to employers in responding to employee charges, claims, or demands, and in investigations conducted by the employer and/or federal, state, and local government agencies. Legal representation is provided to employers in proceedings before federal, state, and local government agencies.

Murray Law provides employers with experienced litigation representation before federal and state courts− enforcing employer rights and defending employers against employment claims asserted by individuals and federal, state, and local government agencies.

Discrimination

Employment discrimination is unlawful when an individual is subjected to an adverse action or treated less favorably because the individual is a member of a lawfully protected class.

In Colorado, employers having one or more employees are subject to the Colorado Anti-Discrimination Act [CADA]. The CADA prohibits employment discrimination on the basis of race, color, creed, sex, sexual orientation, age, national origin, ancestry, and because the person is a victim of domestic abuse. The CADA prohibits discharge based on an employee’s participation in lawful off-duty activities. Concerning employers with 25 or more employees, the CADA prohibits an employer from refusing to hire or discharging a person because of the person’s marital status.

Title VII of the Civil Rights Act of 1964, as amended, is a federal law, prohibiting discrimination. Title VII applies to employers with 15 or more employees. Title VII prohibits employment discrimination based on: (1) race or color; (2) sex; (3) sexual orientation, as reflected by the evolving legal authority; (4) pregnancy, childbirth, and related medical conditions; and (5) religion, religious practice, or religious observances. Title VII requires an employer to reasonably accommodate a person’s religion, religious practice, or religious observances, unless the employer proves the accommodation would create an undue hardship on the employer.

The Americans with Disabilities Act of 1990 [ADA], as amended by the ADA Amendments Act of 2008, is a federal law prohibiting discrimination against qualified individuals with a disability. The ADA applies to employers with 15 or more employees. The ADA requires an employer to reasonably accommodate a qualified individual with a disability, unless the employer proves the accommodation would impose an undue hardship on the employer.

The Age Discrimination in Employment Act [ADEA], is a federal law prohibiting age discrimination in employment, protecting persons over the age 40. The ADEA covers private employers with 20 or more employees.

The Equal Pay Act of 1963 [EPA], is a federal law requiring employers to pay equal wages to women and men. The EPA applies to jobs requiring equal skill, effort, responsibility, and performed under similar working conditions. An employer may pay different wages to men and women when the differential is based on seniority, merit or incentive system, or a factor other than sex.

Section 1981 of the Civil Rights Act of 1866 [Section1981], is a federal law prohibiting race and national origin discrimination in employment. Section 1981 applies to employers with one or more employees.

Harassment & Retaliation

Harassment is unlawful employment discrimination when the harassment or a hostile work environment is based on any class protected under state and federal discrimination law, i.e. sex, disability.

Retaliation is prohibited under numerous federal employment laws and the Colorado Anti-Discrimination Act. An employer may not discriminate against an individual because he or she: (1) opposed discrimination under law; or (2) participated in an employment discrimination proceeding by filing a charge of discrimination, assisting, testifying or participating in any investigation, litigation, or proceeding under the applicable employment law.

Employment Actions

Murray Law provides legal representation to employers concerning numerous employment issues and employment claims, including but not limited to:

  • Discrimination & Retaliation & Harassment
  • Discharge
  • Wrongful Discharge in Violation of Public Policy, State, or Federal Law
  • Failure or Refusal to Hire.
  • Non-Competition & Trade Secret Agreements
  • Family & Medical Leave
  • Employment Contracts: Express & Implied Contracts
Conclusion

Murray Law welcomes the opportunity to counsel and represent employers concerning employment issues, disputes, and claims. Please contact Murray Law at 720-600-6642.

Contact Us
Contact Us