Employment Discrimination

Axley employment discrimination defense attorneys provide proactive advice to employers to assist them in complying with employment discrimination laws. This can lead to avoiding claims of employment discrimination. We provide training to managers, supervisors and employees on preventing discrimination in the workplace. Axley attorneys represent employers in federal and state court and before federal, state and local agencies in defending against claims of discrimination, including claims under the following federal, state and local laws:

  • Title VII, which prohibits discrimination based on gender, race, religion, color and national origin
  • The Wisconsin Fair Employment Act, which prohibits discrimination based upon age, race, creed, color, disability, marital status, sex, national origin, ancestry, arrest/conviction record, membership in a National Guard, state defense force or any reserve component of the military forces of the United States or Wisconsin, or use or non-use of lawful products off the employer’s premises during non-working hours
  • 42 U.S.C. sec 1981 prohibiting discrimination in employment based upon race
  • The Age Discrimination in Employment Act
  • The Americans with Disabilities Act and the federal Rehabilitation Act
  • The Equal Pay Act, prohibiting discrimination in compensation based on gender
  • The Madison Equal Opportunity Ordinance, which prohibits discrimination by City of Madison employers on the basis of a number of characteristics, including political affiliation and physical appearance

HOW TO HANDLE EMPLOYEE DISCRIMINATION CLAIMS

Client Successes

Some of our past experience in the field.
Employment Discrimination
Represented parties before the EEOC, local human rights commissions, including the Madison Equal Opportunities Commission
Saul Glazer
Quasi-Class Action Harassment Lawsuit Brought by EEOC
Represented employer in quasi-class action harassment lawsuit brought by EEOC
Worker Disability & Retaliation Claims
Obtained summary judgment in federal court, which was affirmed on appeal at Champlin v. Wonewoc-Center Sch. Dist., 2003 WL 2150938, on behalf of school district of former employee's claim for failure to accommodate an alleged disability, while also obtaining no probable cause finding after hearing before Equal Rights Division on retaliation claim brought by same employee

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