Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Or refine your search by selecting a city:
Refine your search by selecting a city.
Job discrimination happens when an employer treats an employee or job applicant unfairly based on personal characteristics that are protected by law. In Rhode Island, job discrimination laws exist to protect workers from unfair treatment related to their race, color, national origin, religion, sex, disability, age, sexual orientation, gender identity or expression, and several other protected categories. The goal is to ensure all employees and applicants have equal opportunities and treatment in hiring, promotion, compensation, and termination. Both state and federal regulations apply to most workplaces in Rhode Island.
If you believe you have experienced discrimination at work, consulting a lawyer can be crucial. Legal help may be needed in situations such as:
An experienced job discrimination lawyer can assess your case, help gather evidence, file necessary complaints, represent you in negotiations or hearings, and advise on possible compensation.
Rhode Island has specific laws addressing job discrimination, primarily enforced under the Rhode Island Fair Employment Practices Act (FEPA). Key aspects include:
These laws are designed to provide a straightforward process for employees to seek justice and for employers to understand their obligations.
It is illegal to discriminate in employment based on race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, age (18 or older), national origin, disability, military status, ancestry, and genetics. Laws also protect against discrimination for reporting illegal activities or seeking accommodations.
You can file a complaint with the Rhode Island Commission for Human Rights (RICHR) or the Equal Employment Opportunity Commission (EEOC). Complaints usually must be filed within 300 days of the discriminatory act. A lawyer can help ensure your complaint is complete and timely.
Having evidence such as emails, performance reviews, witness statements, or notes can strengthen your case, but you do not need to have all evidence before consulting a lawyer or filing a complaint. The investigating agency will help gather more information.
Most state laws apply to employers with four or more employees, but federal laws may have different thresholds depending on the type of discrimination. Some protections can apply universally regardless of employer size.
Retaliation for reporting discrimination or participating in an investigation is illegal under both state and federal law. If you believe you have been retaliated against, you can file an additional complaint for retaliation.
Potential remedies in successful cases may include back pay, reinstatement, compensatory damages for emotional distress, punitive damages, attorneys’ fees, and policy changes by the employer.
You typically have 300 days from the discriminatory act to file a complaint with RICHR or EEOC. Different deadlines may apply for filing lawsuits, so it is important to act quickly.
Job discrimination protections apply during all stages of employment, including job postings, interviews, hiring, promotions, and layoffs, not just during employment itself.
Report the behavior to your supervisor, human resources, or your employer’s designated contact. Witnesses are also protected from retaliation if they participate in investigations or support a coworker's claim.
Employers are generally prohibited from asking about disabilities or requiring medical exams before making a job offer. Some inquiries may be allowed after a job offer is made and must be applied equally to all candidates for similar roles.
If you need information or wish to file a complaint, consider these resources:
If you believe you have experienced workplace discrimination in Rhode Island, start by collecting any relevant documentation of the incident. Consider discussing your situation with a qualified employment lawyer, who can advise on your rights and help you determine the best course of action. You may contact the RICHR or EEOC to file a formal complaint, but keep in mind strict filing deadlines. Taking prompt action increases the likelihood of resolving your issue and protecting your rights. If you need support, seek help from legal aid organizations or professional associations specializing in employment law.
