Employment Discrimination Attorney. New Orleans, Louisiana
Employment Discrimination Attorney. New Orleans, Louisiana
Disparate treatment, unequal discipline, discriminatory termination, hiring decisions, advancement opportunities, and discriminatory patterns or practices.
Sex & Gender Discrimination
Unequal compensation, assignments, workplace conditions, discipline, promotion decisions, and other discriminatory employment practices.
Sexual Harassment
Unwelcome sexual advances, coercion, quid pro quo harassment, and conduct creating an unlawfully hostile or abusive workplace.
Hostile Work Environment
Severe or pervasive harassment related to legally protected characteristics, including an employer's failure to take required corrective action.
Pregnancy Discrimination
Adverse employment actions involving pregnancy, childbirth, related medical conditions, or legally required workplace accommodations.
Age Discrimination
Discriminatory treatment affecting workers age 40 or older, including termination, demotion, replacement, and reductions in force.
Disability Discrimination
Unlawful employment decisions involving actual or perceived disabilities, including discrimination related to medical restrictions.
Failure to Accommodate
Denial of legally required reasonable accommodations involving disabilities, pregnancy-related limitations, or religious practices.
Religious Discrimination
Discriminatory treatment, harassment, or failure to provide legally required religious accommodations.
Equal Pay & Compensation Discrimination
Unlawful disparities in wages, benefits, bonuses, and other compensation.
Wrongful Termination
Employment terminations arising from unlawful discrimination, retaliation, protected activity, or violations of applicable employment protections.
Workplace Retaliation
Adverse employment actions following protected complaints, discrimination reports, participation in investigations, or the assertion of statutory rights.
Whistleblower Retaliation
Discharge, discipline, or other adverse actions following disclosures or reports protected by applicable whistleblower laws.
Constructive Discharge
Working conditions allegedly made so intolerable through unlawful conduct that an employee was effectively compelled to resign.
Employment-Related Defamation
False and potentially defamatory statements concerning an employee's performance, professional conduct, qualifications, or separation from employment.
FMLA Interference
Improper denial, discouragement, miscalculation, or interference with qualifying family or medical leave.
FMLA Bias, Discrimination & Retaliation
Using protected medical leave or requests for leave as a negative factor in performance reviews, attendance records, promotion decisions, discipline, compensation, or termination.
Failure to Restore Employment Following Medical Leave
Unlawful denial of reinstatement or equivalent employment following qualifying protected leave.
COBRA Notification & Continuation Coverage Violations
Failure to provide legally required COBRA notices, election information, continuation-coverage instructions, or other required disclosures following qualifying employment events.
Employee Benefits & ERISA-Related Disputes
Improper interference with protected employee-benefit rights, benefit-plan administration disputes, and employment decisions potentially motivated by avoidance of protected benefits obligations.
Workplace Injuries & Workers' Compensation
Disputed claims involving work-related physical injuries, medical treatment, wage-replacement benefits, and compensability.
Workers' Compensation Retaliation
Unlawful termination or refusal to hire because an employee asserted protected workers' compensation rights.
Occupational Mental Health & Industrial Disaster Trauma
Psychological injuries arising from sudden, extraordinary workplace events, including refinery explosions, industrial fires, chemical releases, catastrophic equipment failures, and other traumatic industrial accidents.
Post-Traumatic Stress & Psychological Injury
Evaluation of potentially compensable PTSD, acute stress reactions, anxiety disorders, and other qualifying psychological conditions caused by extraordinary workplace events or work-related physical injuries.
Failure to Evaluate Occupational Psychological Injury
Disputes involving delayed, denied, or omitted psychological assessments, referrals, or responses to reported traumatic injuries where legally required duties or benefits obligations apply.
Denial of Psychological Treatment & Benefits
Disputes involving the compensability of psychological injuries, authorization of mental-health treatment, and denial or delay of qualifying workers' compensation benefits.
Employment Contracts & Contractual Disputes
Disputes involving enforceable employment agreements, compensation commitments, contractual obligations, and employment-related representations.
Severance & Separation Agreements
Review and evaluation of severance terms, separation agreements, releases of claims, and related contractual rights.
Unpaid Wages & Overtime
Claims involving unpaid compensation, overtime violations, and other legally protected wage entitlements.
Employee Misclassification
Disputes involving improper classification of workers as independent contractors or exempt employees when applicable law affords employee protections.
Louisiana Civil Code Article 2747 establishes the foundation of Louisiana's employment-at-will doctrine.
Generally, an employer may terminate an employee hired for an indefinite term without establishing just cause, and an employee may leave that employment without assigning a reason.
But at-will employment is not a license to discriminate, retaliate, interfere with protected rights, or disregard enforceable contractual obligations.
Federal and Louisiana laws limit employment decisions involving discrimination, retaliation, protected medical leave, workers' compensation rights, and other statutory protections.
An employer may have the right to end the employment relationship. That does not mean every reason for doing so is lawful.
Legal authority: La. Civ. Code art. 2747; Hayes v. University Health Shreveport, LLC, 332 So. 3d 1163 (La. 2022); Quebedeaux v. Dow Chemical Co., 820 So. 2d 542 (La. 2002).