The law prohibits employers from treating their employees different based on a number of specific characteristics, called "protected classes." Below are brief descriptions of some of the most common types of discrimination. If you think that you have been treated differently for a reason other than your conduct or quality of work, then you may have a legal claim.
Age Discrimination
"it's been a good run, but now we're looking for younger, fresher talent..."
It is unlawful for an employer to treat anyone who is 40 or older differently because of their age. Discrimination can take many forms, such as a bias in favor of younger workers with regards to compensation, promotion, hiring, performance expectations, and layoffs. Often times, age discrimination is proven by illustrating for the court the ways in which younger workers receive favorable treatment, or better opportunities for advancement.
Sex Discrimination
"We would have given you more responsibility, but we know you have a growing family..."
Both federal and state law prohibit treating men or women more or less favorably because of their sex. In today's age, sex discrimination often stems from an employer's notions of what is in the best interest of the employee or the company based on outdated sex stereotypes. In other cases, it's a blatant preference for one sex over another. Both scenarios are unlawful. While women have historically been the primary victims of sex discrimination, men can be the targets of sex discrimination as well and are entitled to the same legal remedies as women.
Race Discrimination
"It's not personal. our customers just expect a different type of image when they work with us..."
It is unlawful to treat someone differently because of their race, the color of their skin, or their national origin (including foreign accent). Race discrimination can take many forms, from overt preference for someone of a particular race, to unconscious biases resulting in the favorable treatment of one race over another. Race discrimination is often proven by demonstrating that other coworkers received favorable treatment under similar circumstances. This can occur with promotions, compensation, job assignments, transfers, and discipline.
Disability Discrimination
"this is a high profile position. we can't risk giving it to someone dealing with your issues..."
Federal and state law prohibit treating someone unfavorably because of a real or perceived disability, and require that employers make reasonable accommodations for individuals with known disabilities. Faced with intense business pressures, many employers will disregard the law and protect their bottom line, rather than take a chance on someone they perceive (many times wrongly) as unable to perform the job due to a disability.
"i understand you want to be yourself, but it's making the other team members uncomfortable..."
Massachusetts protects employees from discrimination based on their sexual orientation or their gender identity or expression. Treating someone different because they are gay, lesbian, or transgender is forbidden. Unlawful activities include treating straight or cisgendered peers more favorably, or requiring employees to conform to stereotypes that don't comport with their sexual orientation or gender identity in order to succeed.