We Are Ohio and Florida Discrimination Lawyers
and We Fight Back
When bias drives decisions, we force accountability.
Discrimination often shows up disguised as “performance issues,” “culture fit,” or “business decisions.” In reality, it’s about who is pushed out, passed over, or punished… and why. We represent employees who were treated differently because of who they are, then blamed for the consequences.
Our approach is direct and evidence-driven. We focus on timelines, comparators, internal communications, and shifting explanations to expose discriminatory decision-making and hold employers accountable.
Types of Discrimination We Handle
We represent employees in discrimination matters involving:
Race and color discrimination
Sex, gender, and pregnancy discrimination
Age discrimination (including forced exits of older employees)
Disability discrimination and failure to accommodate
Religious discrimination
National origin discrimination
These cases often involve termination, demotion, denied promotions, unequal pay, exclusion from leadership, or sudden discipline following years of positive performance.
What Makes A Strong Discrimination Case?
While every case is different, strong cases often include:
a clear adverse action (termination, demotion, loss of pay or opportunity, etc.)
evidence of differential treatment or biased decision-making
documentation that contradicts the employer’s stated reasons
a clean timeline connecting bias to the employment decisions
We are selective about cases we take and are upfront about whether the facts support meaningful legal action.
How Are Discrimination Cases Actually Proven?
Discrimination cases are rarely about a single comment. They are proven by patterns, paper trails, and timing. We build cases by examining:
performance reviews versus sudden discipline
how similarly situated employees were treated
internal emails, messages, and HR records
who made the decision and what they knew when they made it
how explanations changed once legal exposure became real
Our focus is not just whether discrimination occurred, but whether the employer can credibly defend its actions under scrutiny.
What You Can Expect From Working With Us
A straight forward assessment of whether you have a case
A clear explanation of risks, timelines, and potential outcomes
A strategy focused on the facts
Preparation for negotiation backed by trial-ready litigation
Not Sure Where To Start? Browse These FAQs About Discrimination Claims
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Unfair treatment isn’t automatically illegal. Discrimination claims usually involve an adverse action (e.g. firing, demotion, pay cut, denied promotion) tied to a protected characteristics (e.g. race, sex, age, disability, etc.). The early question is whether you can show a pattern of conduct, not just a bad vibe.
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Ohio law and federal law both prohibit discrimination based on protected categories (commonly including race, color, sex, religion, national origin, disability, age, and other depending on the statute). The exact list can depend on your facts, your employer size, and whether the claim is stronger under state or federal law.
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For many Ohio state-law employment discrimination claims, the limitations period to file a civil action is generally two years. For federal claims, many people must file an EEOC charge within 300 days in Ohio (sometimes 180 days, depending on the situation and claim type).
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Discrimination is often subtle. This is why we emphasize proving cases through patterns: who got disciplined, who got promoted, who got forgiven, and who got pushed out. Subtle discrimination is still actionable when the evidence shows you were treated differently than similarly situated coworkers for no legitimate reason.
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That’s the standard defense, so we look for consistency: do the documents match what they’re claiming now, and did they treat other people the same way? Sudden “performance problems” after years of strong reviews, or a restructuring that somehow only hits certain people, can be a major red flag.
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Many cases resolve through negotiation or mediation, especially when the employer wants to control risk and avoid public litigation. However, there are times and circumstances where litigation is the recommended (and at times unavoidable) course.
Contact Us
For a free case evaluation, please provide your contact information and brief explanation of your matter. Someone from our team will reach out to you to schedule your evaluation call.