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Private companies in Michigan are not legally required to follow federal DEI restrictions unless they receive federal funding or contracts. However, some businesses may scale back DEI programs due to uncertainty. Others, like major corporations, are choosing to maintain their commitment to workplace diversity.

Possibly. Some agencies may revise hiring and promotion policies to align with the executive order’s restrictions on DEI. If you suspect discrimination in hiring, promotions, or pay disparities, you may have a legal claim.

To be eligible for FMLA leave, an employee must work for a covered employer and meet certain criteria established by the FMLA. Specifically, to be eligible for FMLA leave, an employee must: - Work for a covered employer: The FMLA applies to private employers with 50 or more employees within a 75-mile radius, all public agencies (including federal, state, and local governments), and public and private elementary and secondary schools. - Have worked for the employer for at least 12 months: The employee must have worked for the employer for at least 12 months (which need not be consecutive) and have worked at least 1,250 hours during the 12-month period immediately preceding the start of FMLA leave. - Work at a location where the employer has 50 or more employees within 75 miles: The employee must work at a location where the employer employs at least 50 employees within a 75-mile radius. Employees who meet these eligibility criteria are entitled to take FMLA leave for qualifying reasons as provided by the FMLA.

The ADEA covers a broad range of individuals and entities involved in the employment relationship, including: - Employees: The ADEA protects employees aged 40 and older from age-based discrimination in the workplace, regardless of their position within the organization, employment status (full-time, part-time, temporary, etc.), or job duties. - Job applicants: The ADEA prohibits discrimination against individuals aged 40 and older in all aspects of the employment process, including recruitment, hiring, and selection for employment opportunities. - Employers: The ADEA applies to private employers with 20 or more employees, including corporations, partnerships, sole proprietorships, and other business entities engaged in commerce or industry. It also covers state and local governments, employment agencies, and labor organizations. - Employees working abroad: In some cases, the ADEA protections may extend to U.S. citizens working for U.S. employers abroad, depending on factors such as the employee's citizenship, the employer's location, and the nature of the employment relationship. These entities are subject to the provisions of the ADEA and are prohibited from engaging in age-based discrimination in employment practices.

The Fair Labor Standards Act (FLSA) applies to most employees in the United States, including employees working in the private sector and in federal, state, and local government agencies. However, certain categories of workers may be exempt from some or all of the provisions of the FLSA. Covered employees under the FLSA are referred to as nonexempt employees, while those exempt from certain provisions are referred to as exempt employees. Generally, the FLSA covers employees engaged in interstate commerce or in the production of goods for interstate commerce, as well as employees of enterprises engaged in interstate commerce or in the production of goods for interstate commerce with annual gross sales or business volume of at least $500,000. Additionally, individual employees may be covered by the FLSA if their work regularly involves them in interstate commerce or if they are employed in certain enumerated occupations, such as domestic service, agriculture, or government employment. It's important to note that some employees may be exempt from certain provisions of the FLSA based on their job duties, salary level, or industry, such as executive, administrative, professional, outside sales, and certain computer employees, as well as certain seasonal and recreational establishments.

FELA applies exclusively to employees of railroad companies involved in interstate commerce. This includes workers directly involved in train operations, as well as those working in maintenance, repair, and other roles essential to railroad operations.

Workplace discrimination laws cover employees and job applicants who are members of protected classes. Protected classes can include: Race and color National origin or ancestry Religion or creed Age (for employees over 40) Gender or sex Sexual orientation or gender identity Disability or perceived disability Pregnancy or related medical conditions Military status Height or weight Employers are prohibited from discriminating against employees or job applicants based on their membership in any of these protected classes.

Employers have a legal responsibility to prevent sexual harassment in the workplace and to respond promptly and appropriately to any reports of sexual harassment. When sexual harassment occurs in the workplace, employers can be held liable for the actions of their employees, including supervisors and managers, under both federal and state laws. Under Title VII of the Civil Rights Act of 1964 and the Michigan Elliott-Larsen Civil Rights Act, employers can be held vicariously liable for sexual harassment committed by their employees if the harassment occurred within the scope of the employee's employment and the employer knew or should have known about the harassment and failed to take prompt and appropriate action to address it. In addition, individual employees who engage in sexual harassment may also be held personally liable for their actions. Employees who engage in sexual harassment can face disciplinary action, up to and including termination of employment, and may also be subject to civil lawsuits and criminal charges. It is important for employers to take proactive steps to prevent sexual harassment in the workplace, including implementing clear policies and procedures for reporting and addressing sexual harassment, providing training to employees and managers, and taking swift and appropriate action in response to complaints of sexual harassment. Employers should also ensure that they are familiar with the laws and regulations related to sexual harassment in the workplace, and should work closely with legal counsel to ensure that they are in compliance with all applicable laws and regulations. If you have been sexually harassed in your workplace contact Marko Law for a free consultation. Marko Law will give you a voice!

Executive Order 11246 applies to federal contractors and subcontractors that meet specific thresholds: ✅ Contracts of $10,000 or more: Any employer with a federal contract or subcontract of at least $10,000 must comply with basic non-discrimination provisions. ✅ Contracts of $50,000+ & 50+ employees: Employers with 50+ employees and contracts of $50,000 or more must also develop and maintain a written Affirmative Action Plan (AAP). ✅ Construction Contractors: Any construction companies working on federally funded projects must comply, even if their contract value is below the thresholds. ✅ Higher Education & Healthcare Institutions: Universities and hospitals that receive federal funding are often subject to these rules. Employers who fail to comply risk penalties, including loss of federal contracts, financial fines, and potential litigation by the Department of Labor.

The FMLA provides eligible employees with job-protected leave for the following qualifying reasons: - Birth and care of a newborn child: Eligible employees may take FMLA leave for the birth of a son or daughter and to bond with the newborn child within one year of birth. - Adoption or foster care placement: Eligible employees may take FMLA leave for the placement of a child for adoption or foster care and to bond with the newly placed child within one year of placement. - Serious health condition: Eligible employees may take FMLA leave for their own serious health condition that makes them unable to perform the essential functions of their job, or to care for a spouse, child, or parent with a serious health condition. - Qualifying exigencies: Eligible employees with covered family members serving in the military may take FMLA leave for qualifying exigencies arising from the covered service member's active duty military service. - Military caregiver leave: Eligible employees may take FMLA leave to care for a covered service member with a serious injury or illness incurred in the line of duty. These qualifying reasons provide eligible employees with the flexibility to address important family and medical needs while maintaining their employment protections under the FMLA.

The EPA applies to most jobs and employers in the United States. Specifically: Employers: The law covers employers who are subject to the Fair Labor Standards Act, which includes most private employers, public employers, and government entities. This includes businesses engaged in interstate commerce or production of goods for commerce, as well as schools, hospitals, and other institutions. Jobs: The Act applies to all employees who work within the same establishment. Jobs don’t need to have identical titles but must be “substantially equal” in terms of skill, effort, responsibility, and working conditions.

FELA covers a wide range of work-related injuries, including: -Traumatic injuries caused by accidents (e.g., falls, collisions) -Repetitive strain injuries from long-term job duties -Occupational illnesses (e.g., exposure to toxic substances) -Emotional distress, when linked to physical injuries or workplace conditions

Document everything: Keep records of policy changes, communications, and incidents.\n File a complaint: If you experience discrimination, report it through the EEOC or your agency’s Office of Civil Rights.\n Consult an attorney: Marko Law can evaluate your case and help you fight for justice. 📞 If you believe your federal workplace rights are being violated, call Marko Law at +13137777777 for a free consultation.

When choosing an employment law attorney, look for someone with experience in handling cases similar to yours, a track record of success, and good communication skills. Research the Verdicts and/or Testimonials from past clients. Ask your attorney about their past results and the last time they tried a case to a jury.

If your workplace eliminates DEI programs in a way that fosters discrimination or a hostile work environment, you may have legal recourse under Michigan’s anti-discrimination laws. Consulting a Michigan employment lawyer can help you determine your next steps.

If you experience or witness discrimination in the workplace, report it to your employer or HR department immediately. Many companies have policies and procedures in place for addressing discrimination complaints, so make sure you follow these procedures carefully. If your company does not have a clear process for addressing discrimination complaints, you may want to consider consulting with an employment discrimination attorney to understand your legal options. It's also important to support the victim and offer to provide any relevant information or evidence that may help in their case.

support the victim and ensure that the harassment is addressed. Here are some steps you can take: Report the harassment to your employer or HR department immediately. Provide as much detail as possible about the incident, including the date, time, and location of the harassment. Offer your support to the victim. Let them know that you believe them and that you are there to support them. Encourage them to report the harassment to the appropriate authorities. Document the incident. Write down what you saw or heard, and keep any relevant emails, text messages, or other communications related to the incident. Follow up with your employer or HR department. Ask about the steps that have been taken to address the harassment, and offer any additional information or support that you can provide. It is important to take action if you witness sexual harassment in the workplace, as failing to do so can contribute to a hostile work environment and harm the victim. By reporting the harassment and offering your support, you can help to create a safer and more respectful workplace for everyone. At Marko Law Firm, we are dedicated to protecting the rights of employees and ensuring that they receive the support they need when they experience sexual harassment in the workplace. If you or someone you know has experienced sexual harassment, contact us today to schedule a consultation and discuss your legal options.

If you witness quid pro quo harassment in the workplace, you should report it to your employer or HR department immediately. You can also support the victim by providing a witness statement if requested. It's important to take any allegations of harassment seriously and to take steps to ensure that the victim is protected from retaliation. If you have any concerns about retaliation or the effectiveness of your employer's response, you may also want to consult with an experienced employment law attorney to understand your legal options.

If you witness harassment in the workplace, report it to your employer or HR department immediately. Many companies have policies and procedures in place for addressing harassment complaints, so make sure you follow these procedures carefully.

If you believe you were passed over for a promotion because of discrimination, there are several steps you can take: Document everything: Keep detailed records of any incidents that you believe indicate discrimination, including emails, conversations, and performance evaluations. Talk to your employer: If you feel comfortable doing so, speak to your employer or HR department about your concerns. Your employer may be willing to investigate and address your concerns. File a complaint: If speaking to your employer does not resolve the issue, you may want to file a complaint with the Equal Employment Opportunity Commission (EEOC) or your state's civil rights agency. You will need to provide evidence that discrimination occurred, so make sure you have documentation to support your claim. Consult with an attorney: An experienced employment law attorney, such as those at Marko Law Firm, can help you understand your legal rights and options, and guide you through the process of filing a claim if necessary. It's important to note that discrimination based on race, color, religion, sex (including pregnancy), national origin, age, disability, or genetic information is illegal under federal and state law. If you have been passed over for a promotion because of one of these factors, you may have legal recourse.

Retaliation for reporting discrimination, filing an EEOC claim, or advocating for workplace equity is illegal. If you experience retaliation such as job loss, demotion, or harassment, you may have a strong legal case.

If you experience workplace harassment, you should report it to your employer or human resources department. If they do not take appropriate action, you may need to speak with a civil rights lawyer.

If you experience workplace discrimination, it's important to take action to protect your rights and hold your employer accountable. Here are some steps you can take: Document the incident: Write down what happened, when it happened, and who was involved. Keep any relevant documents, emails, or other evidence that may support your claim. Report the discrimination: Report the incident to your employer or HR department as soon as possible. Many companies have policies and procedures in place to address discrimination complaints, so follow these procedures carefully. Consult with an attorney: An experienced employment law attorney can help you understand your legal options and advise you on the best course of action to take. They can also help you gather evidence and file a discrimination claim if necessary. Consider your options: Depending on the severity of the discrimination, you may want to consider other options such as filing a complaint with a government agency or pursuing legal action. Your attorney can help you assess your case and determine the best course of action to take. Remember, workplace discrimination is illegal and should not be tolerated. By taking action and standing up for your rights, you can help prevent discrimination from happening to others in the future. Marko will give you a voice, contact us today!

You should report the behavior to your employer or HR department immediately, and document any incidents that occur. You may also want to consult with an experienced employment law attorney to understand your legal options.

If you experience sexual harassment in the workplace, it is important to take action to protect your rights and well-being. Here are some steps you can take: Report the harassment: You should report the harassment to your employer or HR department immediately. This will help to create a record of the incident and start the process of addressing the issue. Be as specific as possible about what happened, when it happened, and who was involved. Keep a record: Keep a written record of the incident(s), including any relevant details such as dates, times, locations, and witnesses. This can help to support your case if you decide to pursue legal action. Seek support: Talk to someone you trust, such as a friend or family member, about what happened. You may also want to consider seeking professional counseling or therapy to help you cope with the emotional impact of the harassment. Consider legal action: Depending on the circumstances of your case, you may want to consider seeking legal counsel to understand your rights and options. An experienced employment attorney, such as Marko Law, can help you navigate the legal process and pursue the appropriate legal remedies. Follow up: It is important to follow up with your employer or HR department to ensure that they are taking appropriate action to address the harassment. If you feel that the issue is not being taken seriously or that your employer is not taking adequate steps to address the problem, you may want to consider escalating your complaint to a higher level or filing a complaint with the relevant government agency.

If you experience sexual harassment, you should report it to your employer or human resources department. If they do not take appropriate action, you may need to speak with a civil rights lawyer.

If you experience age harassment in the workplace, there are several steps you can take to address the situation: Speak up: If you feel comfortable, tell the person engaging in the harassing behavior that their conduct is unwelcome and ask them to stop. You may also want to document the incident in writing. Report the harassment to your supervisor or HR: If speaking up doesn't resolve the issue or if you don't feel comfortable doing so, report the harassment to your supervisor or HR representative. Provide as much detail as possible about the incident or incidents, including dates, times, and any witnesses. Follow your company's reporting procedure: Your company should have a policy in place for reporting harassment. Follow the procedure outlined in the policy. Keep a record: Document the harassment in writing and keep a record of any conversations you have with your supervisor or HR representative. Seek support: Consider seeking support from a counselor, therapist, or employee assistance program. You may also want to seek legal advice to understand your rights and options. Remember, it's illegal for an employer to retaliate against an employee who reports harassment. If you experience retaliation, report it immediately to your supervisor or HR representative. If the issue is not resolved, you may want to file a complaint with the Equal Employment Opportunity Commission (EEOC) or the relevant state agency, or to pursue legal action to protect your rights.

Experiencing race harassment in the workplace is a serious issue, and it's important to take appropriate steps to address it. Here are some steps you can take: Report the harassment: Notify your employer or HR representative immediately about the harassment. If your employer has a specific policy or procedure in place for reporting harassment, make sure to follow it. Provide details of the incidents, including who was involved, what was said or done, when it occurred, and any witnesses. Keep a record: Document the incidents of harassment, including the date, time, location, and what was said or done. Keep any emails, notes, or other evidence of the harassment. Seek support: Reach out to a trusted friend, family member, or colleague for emotional support. You may also want to consider seeking counseling or therapy to help you cope with the effects of the harassment. Consider legal options: If the harassment continues or your employer does not take appropriate action to address it, you may want to consider consulting with an attorney who specializes in employment law. They can help you understand your legal options and provide guidance on how to proceed. Take care of yourself: Experiencing harassment can be stressful and emotionally draining. It's important to take care of yourself during this time. Make sure to get enough sleep, eat well, and engage in activities that bring you joy and relaxation. Remember, harassment of any kind is not acceptable and you have the right to a safe and respectful workplace. Taking action against harassment can help protect yourself and prevent others from experiencing the same treatment. Marko Law firm has experienced employment law attorneys who can provide guidance and support throughout the legal process, and we are committed to fighting for your rights and ensuring that you receive the justice you deserve. Contact us today at 1(313)777-7777 to schedule your free consultation and discuss your case.

If you are falsely accused of sexual harassment in the workplace, it can have serious consequences for your reputation, job, and future career opportunities. It's important to take the accusations seriously and seek legal advice as soon as possible. First, it is important to remain calm and professional. Do not retaliate or engage in any behavior that could be seen as harassment or intimidation. Instead, focus on gathering any evidence or documentation that could support your case, such as emails or witness statements. You should also consult with a lawyer who has experience in employment law and sexual harassment cases. Your lawyer can advise you on your legal rights, guide you through the investigation process, and help you develop a strategy to defend yourself against the false accusations. During the investigation, it is important to fully cooperate with your employer or HR department. Provide any relevant information or evidence that could help support your case, and be truthful and transparent throughout the process. At Marko Law Firm, we understand the serious consequences that false accusations of sexual harassment can have on your career and personal life. Our experienced employment law attorneys can help you navigate the legal process, protect your rights, and fight to clear your name. Contact us today to schedule a consultation and discuss your case.

If you are falsely accused of engaging in quid pro quo harassment, it is important to take the accusation seriously and respond promptly. You should consult with an experienced employment law attorney who can help you navigate the legal process and protect your rights. It is also important to gather and preserve any evidence that may support your innocence, such as emails, text messages, or witness statements. It may also be helpful to speak with coworkers or others who can provide character references or speak to your professional conduct.

If you are facing discrimination based on your disability, there are several steps you can take: Document everything: Keep detailed records of any incidents that you believe indicate discrimination, including emails, conversations, and performance evaluations. Request a reasonable accommodation: If you need a reasonable accommodation in order to perform your job, you can request one from your employer. Your employer is required to provide reasonable accommodations unless doing so would cause undue hardship. Make sure to request an accommodation in writing and explain your disability, the specific accommodation you need, and why. Include supporting documentation such as doctor’s notes. Talk to your employer: If you feel comfortable doing so, speak to your employer or HR department about your concerns. Your employer may be willing to investigate and address your concerns. File a complaint: If speaking to your employer does not resolve the issue, you may want to file a complaint with the Equal Employment Opportunity Commission (EEOC) or your state's civil rights agency. You will need to provide evidence that discrimination occurred, so make sure you have documentation to support your claim. Consult with an attorney: An experienced employment law attorney can help you understand your legal rights and options, and guide you through the process of filing a claim if necessary. It's important to note that discrimination based on disability is illegal under federal and state law. If you have been discriminated against based on your disability, you may have legal recourse. Marko Law Firm is here to help. Contact us at 1(313)777-7777 to schedule your free consultation.

If you are experiencing quid pro quo harassment in the workplace, it is important to take action to protect yourself. Here are some steps you can take: +Clearly communicate your discomfort: Tell the harasser that their behavior is unwanted and unwelcome. Be firm, but avoid being confrontational or hostile. +Document the harassment: Keep a record of any incidents of harassment, including the date, time, location, and what was said or done. +Report the harassment: Report the harassment to your employer or HR department. Follow your company's procedures for reporting harassment. If your employer fails to take action, you may want to consider contacting an experienced employment law attorney. +Seek support: Talk to a trusted friend or family member about what you're going through. Consider seeking counseling or therapy to help you cope with the emotional impact of the harassment. Know your rights: Familiarize yourself with your legal rights and protections under state and federal laws. Remember, quid pro quo harassment is illegal, and you have the right to a safe and respectful workplace. At Marko Law Firm, we are dedicated to helping victims of workplace harassment. Our experienced employment law attorneys can provide guidance and support throughout the legal process, and we are committed to fighting for your rights and ensuring that you receive the justice you deserve. Contact us today at 1(313)777-7777 to schedule your free consultation and discuss your case.

If an employer violates FMLA or PMLA rights, an employee can: 1️⃣ File a complaint with HR: Employees should first report the issue to their human resources department and request a written response. 2️⃣ Document everything: Keep records of leave requests, employer responses, emails, and medical documentation. 3️⃣ Contact the U.S. Department of Labor (DOL): Employees can file an FMLA complaint with the Wage and Hour Division (WHD) at 1-866-487-9243. 4️⃣ File a lawsuit: Employees may sue for lost wages, reinstatement, and legal fees if they experience wrongful termination or retaliation. Employers found non-compliant may face: 🔹 Fines and penalties under federal and state law. 🔹 Lawsuits for wrongful termination or discrimination. 🔹 Orders to reinstate affected employees with back pay.

The ADEA provides several remedies for individuals who have experienced age discrimination in the workplace, including: - Back pay: Compensation for lost wages and benefits resulting from the discriminatory action, such as denial of a promotion, termination, or other adverse employment actions. - Front pay: Compensation for anticipated future earnings lost as a result of the discrimination, such as if the employee cannot return to their previous position or secure comparable employment. - Compensatory damages: Monetary compensation for emotional distress, mental anguish, pain and suffering, or other non-economic harm caused by the discrimination. - Punitive damages: Additional monetary awards intended to punish the employer for particularly egregious or willful acts of discrimination and deter future violations of the ADEA. - Injunctive relief: Court-ordered remedies, such as reinstatement, promotion, or policy changes, aimed at preventing future discrimination and restoring the employee's rights. - Attorney's fees and costs: Reimbursement of reasonable attorney's fees and litigation costs incurred by the aggrieved individual in pursuing legal remedies for the discrimination. The specific remedies available depend on factors such as the nature and severity of the discrimination, the damages suffered by the aggrieved individual, and the outcome of any legal proceedings or settlement negotiations. Courts may tailor remedies to address the unique circumstances of each case and provide relief that is fair and appropriate under the law.

The Elliott-Larsen Civil Rights Act prohibits harassment based on religion, race, color, national origin, age, sex, sexual orientation, gender identity, height, weight, familial status, or marital status. Employers are required to maintain a workplace free from harassment and discrimination.

The FMLA provides several key protections for employees who exercise their rights to take FMLA leave, including: - Job protection: Eligible employees are entitled to return to the same or an equivalent position with equivalent pay, benefits, and terms and conditions of employment upon returning from FMLA leave. - Continuation of health benefits: During FMLA leave, eligible employees are entitled to maintain their group health insurance coverage under the same terms as if they were actively working, with the employer responsible for continuing the employer's share of health insurance premiums. - Prohibition of interference and retaliation: Employers are prohibited from interfering with, restraining, or denying employees' rights to take FMLA leave or from retaliating against employees for exercising their FMLA rights. This includes interfering with an employee's FMLA leave, discouraging employees from taking FMLA leave, or taking adverse employment actions against employees who exercise their FMLA rights. These protections help ensure that employees can take FMLA leave for qualifying reasons without fear of adverse consequences and can return to their jobs with the same rights and benefits upon completing FMLA leave. Employers who violate the FMLA may be subject to legal liability, including monetary damages, reinstatement, and injunctive relief.

The ADEA provides several key protections to workers aged 40 and older in the workplace, including: - Prohibition of age discrimination: The ADEA prohibits employers from discriminating against employees or job applicants based on their age in any aspect of employment, including hiring, firing, promotion, compensation, benefits, training, and other terms and conditions of employment. - Equal treatment: The ADEA ensures that older workers are afforded the same opportunities and benefits as younger workers and that employment decisions are based on factors such as skills, qualifications, and job performance rather than age. - Protection against retaliation: The ADEA prohibits employers from retaliating against employees for opposing age discrimination, filing a complaint or charge of age discrimination, or participating in an investigation or lawsuit related to age discrimination. - Mandatory retirement: The ADEA generally prohibits employers from imposing mandatory retirement ages for most employees, with certain limited exceptions for certain executive or high-ranking positions where age may be a bona fide occupational qualification (BFOQ). These protections help ensure that older workers are treated fairly and have equal opportunities in the workplace, regardless of their age.

The Elliott-Larsen Civil Rights Act provides several key protections to individuals in Michigan, including: - Employment discrimination: The act prohibits employers from discriminating against employees or job applicants based on protected characteristics, such as race, color, national origin, religion, sex, age, height, weight, familial status, or marital status. It covers various employment practices, including hiring, firing, promotion, compensation, and terms and conditions of employment. - Housing discrimination: The act prohibits landlords, real estate agents, and other housing providers from discriminating against individuals seeking housing based on protected characteristics. It covers rental, sale, financing, and other housing-related transactions, as well as advertising, occupancy standards, and reasonable accommodation requests. - Public accommodations: The act prohibits discrimination in places of public accommodation, such as restaurants, hotels, theaters, retail stores, and other establishments open to the public. It ensures equal access to goods, services, facilities, and accommodations without regard to protected characteristics. - Public services: The act prohibits discrimination by state and local government agencies and entities providing public services, such as education, transportation, healthcare, and social services. It ensures equal access to government programs, benefits, and facilities for all residents. These protections help foster inclusive communities, combat systemic discrimination, and promote equal opportunity for all individuals in Michigan.

Employees are protected from workplace discrimination by federal laws such as Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and the Equal Pay Act. Michigan has its own state laws protecting employees from workplace discrimination. The Elliott-Larsen Civil Rights Act (ELCRA) is Michigan's main anti-discrimination law, and it prohibits discrimination in employment on the basis of race, color, religion, national origin, age, sex, sexual orientation, height, weight, familial status, or marital status. ELCRA also provides protections against discrimination in housing, education, and public accommodations. Additionally, Michigan has other state laws that prohibit discrimination on the basis of disability, military status, and other protected categories.

If you prevail in a sexual harassment lawsuit, you may be able to recover damages such as lost wages, emotional distress, and punitive or exemplary damages.

Employees in Michigan are protected from gender harassment by both federal and state laws. The main federal law that prohibits gender harassment is Title VII of the Civil Rights Act of 1964. This law prohibits employers from discriminating against employees on the basis of their gender, including harassment based on gender. Michigan also has its own law that prohibits gender harassment called the Michigan Elliott-Larsen Civil Rights Act. This law prohibits discrimination based on several protected categories, including sex, in employment and other areas of public accommodation. Gender harassment can take many forms, including unwanted sexual advances, comments or gestures, physical touching, or other behavior that creates a hostile or intimidating work environment based on gender. It is illegal for employers to allow or engage in gender harassment in the workplace, and employees who experience gender harassment have the right to file a complaint with the Equal Employment Opportunity Commission (EEOC) or the Michigan Department of Civil Rights (MDCR), and may pursue legal action to protect their rights. Employers are required to take proactive steps to prevent gender harassment, including providing training to employees and supervisors, establishing policies and procedures for addressing complaints of gender harassment, and creating a workplace culture that values and respects all employees, regardless of their gender.

Employees are protected from sexual harassment under Title VII of the Civil Rights Act of 1964, the Michigan Elliot-Larsen Civil Rights Act, and other federal and state laws.

In Michigan, employees are protected from gender discrimination by both federal and state laws. The main federal law that prohibits gender discrimination is Title VII of the Civil Rights Act of 1964. This law prohibits employers from discriminating against employees on the basis of their gender, including discrimination in hiring, promotions, pay, and other terms and conditions of employment. Michigan also has its own law that prohibits gender discrimination called the Michigan Elliott-Larsen Civil Rights Act. This law prohibits discrimination based on several protected categories, including sex, in employment and other areas of public accommodation. Under these laws, it is illegal for employers to discriminate against employees or job applicants on the basis of their gender, including in hiring, firing, promotions, pay, and other terms and conditions of employment. It is also illegal for employers to create a hostile work environment based on an employee's gender, including through harassment or other forms of mistreatment. Employees who believe they have been subjected to gender discrimination in the workplace may file a complaint with the Equal Employment Opportunity Commission (EEOC) or the Michigan Department of Civil Rights (MDCR) and, if necessary, pursue legal action to protect their rights.

Workplace intimidation refers to any behavior that creates an intimidating or hostile work environment which can take many forms and can include behaviors such as yelling, threatening, or using physical force. This type of behavior can create a hostile work environment that can affect an employee's ability to perform their job duties and negatively impact their well-being. Workplace intimidation is illegal under federal and state laws and can lead to legal action if not addressed appropriately. Under federal law, workplace intimidation is considered a form of harassment and is prohibited under Title VII of the Civil Rights Act of 1964. It is also prohibited under other federal laws such as the Americans with Disabilities Act and the Age Discrimination in Employment Act. In addition to federal laws, many states have their own laws that prohibit workplace intimidation. For example, in California, workplace intimidation is defined as threatening physical harm, engaging in violent behavior, or engaging in behavior that is likely to cause fear in the employee. Employers have a responsibility to ensure that their workplace is free from intimidation and harassment. They can take steps to prevent workplace intimidation by implementing policies and procedures that address this type of behavior and providing training to employees on what constitutes workplace intimidation and how to report it.

Workplace discrimination refers to unfair treatment or unfavorable actions taken against an employee or job applicant based on their race, color, religion, sex, national origin, age, or disability status. At Marko Law Firm, we are dedicated to helping victims of workplace discrimination. Our experienced employment law attorneys can provide guidance and support throughout the legal process, and we are committed to fighting for your rights and ensuring that you receive the justice you deserve. Contact us today at 1(313)777-7777 to schedule your free consultation and discuss your case.

Wage garnishment is a legal process in which a portion of an employee's earnings is withheld by their employer and paid directly to a creditor, typically to satisfy a debt that the employee owes. This can include things like unpaid taxes, child support, or student loan debt. Wage garnishment is typically initiated through a court order, and the amount that can be garnished is limited by federal and state laws. The purpose of wage garnishment is to ensure that debts are repaid, and it is a legal way for creditors to collect money owed to them.

Verbal abuse in the workplace is any form of communication that is threatening, harassing, or intimidating, including insults, slurs, and derogatory comments. Verbal abuse in the workplace can take many forms, including yelling, belittling, and name-calling. It can be directed towards an individual or a group, and it can be based on a person's race, ethnicity, gender, sexual orientation, age, religion, disability, or any other personal characteristic. Verbal abuse in the workplace can have serious legal consequences for the abuser and the employer. Employers have a legal duty to provide a workplace free from harassment, including verbal abuse. If an employer fails to address verbal abuse in the workplace, they can be held liable for creating a hostile work environment. Employees who experience verbal abuse in the workplace may have legal options available to them, including filing a complaint with their employer, filing a complaint with a government agency, or pursuing legal action against the abuser and/or the employer. It is important to document any instances of verbal abuse, including the date, time, location, and witnesses, to provide evidence if legal action is pursued.

In Michigan, the statute of limitations for filing an age harassment claim can vary depending on the specific circumstances of the case. Generally, employees who believe they have been subjected to age harassment in the workplace must file a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) or state law claim within 3 years of the alleged harassment. If the case is not resolved through the EEOC or MDCR, the employee may file a lawsuit in court. The statute of limitations for filing an age harassment lawsuit under federal law (the Age Discrimination in Employment Act or ADEA) is 300 days from the date of the alleged harassment. However, if the case involves both federal and state law claims, the employee may need to file a lawsuit in state court within three years from the date of the alleged harassment under the Michigan Elliott-Larsen Civil Rights Act. It is important to note that these deadlines can vary based on the specific details of the case, and it is recommended that employees consult with an attorney to understand their legal rights and options in filing an age harassment claim.

In general, the statute of limitations for filing a wage and hour claim is two to three years, depending on the specific violation and the state in which the claim is being filed. However, it's important to note that some states have longer or shorter statute of limitations for certain claims. It's best to check with your state's labor department or an employment attorney to determine the specific time frame for your claim. In Michigan, the statute of limitations for filing a wage and hour claim is three years. This means that employees have three years from the date the wage violation occurred to file a claim. However, if the employer's violation was willful, meaning they knew they were violating the law but did it anyway, the statute of limitations is extended to six years.

In Michigan, the statute of limitations for filing a quid pro quo harassment claim is typically three years from the date of the alleged harassment. However, it's important to note that the specific timeframe can vary depending on the circumstances of the case, and it's always best to consult with an experienced employment law attorney for guidance on your particular situation. At Marko Law Firm, we specialize in employment law and will give you a voice while providing guidance and support throughout the legal process. We are committed to fighting for your rights and ensuring that you receive the justice you deserve. Contact us today at 1(313)777-7777 to schedule your free consultation and discuss your case.

The maximum number of hours a minor can work in Michigan depends on their age and whether or not school is in session. During the school year, minors 16 and 17 years old can work a maximum of 48 hours per week, while those 14 and 15 years old can work a maximum of 18 hours per week. During non-school weeks, 16 and 17-year-olds can work up to 60 hours per week, while 14 and 15-year-olds can work up to 40 hours per week.

The Family and Medical Leave Act (FMLA), enacted in 1993, is a federal law that entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave within a 12-month period for specific family and medical reasons. These reasons include personal or family illness, childbirth, adoption, and certain exigencies related to military service. The FMLA ensures that employees can address significant life events without the fear of losing their jobs. In Michigan, the FMLA applies to: Private-sector employers with 50 or more employees within a 75-mile radius. Public agencies, including state, local, and federal employers, regardless of the number of employees. Public and private elementary and secondary schools, irrespective of employee count. To be eligible under the FMLA in Michigan, an employee must have: Worked for the employer for at least 12 months (not necessarily consecutive). Accumulated at least 1,250 hours of service during the 12 months preceding the leave. Be employed at a location where the employer has at least 50 employees within a 75-mile radius. It's important to note that while the FMLA provides unpaid leave, it mandates the continuation of group health benefits during the leave period. Additionally, upon return from FMLA leave, employees are entitled to be reinstated to their original job or an equivalent position with the same pay, benefits, and terms of employment.

The Family and Medical Leave Act (FMLA) is a federal law enacted in 1993 that provides eligible employees with job-protected leave for qualifying family and medical reasons. The FMLA allows employees to take up to 12 weeks of unpaid leave within a 12-month period for specific reasons, such as the birth or adoption of a child, the serious health condition of the employee or their immediate family member, or for qualifying exigencies arising from a family member's active duty military service. Additionally, the FMLA permits eligible employees to take up to 26 weeks of unpaid leave in a single 12-month period to care for a covered service member with a serious injury or illness. During FMLA leave, eligible employees are entitled to maintain their group health insurance coverage under the same terms as if they were actively working. The FMLA also prohibits employers from interfering with, restraining, or denying employees' rights to take FMLA leave or retaliate against employees for exercising their FMLA rights.

The Fair Labor Standards Act (FLSA) is a federal law enacted in 1938 that establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments. The FLSA aims to ensure fair compensation for employees and to protect them from exploitation by setting minimum standards for wages and working conditions. It is one of the most significant pieces of labor legislation in the United States and has been instrumental in shaping the modern workplace. Under the FLSA, covered nonexempt employees must receive at least the federal minimum wage for all hours worked and overtime pay at a rate of one and a half times their regular rate of pay for hours worked over 40 in a workweek. The law also regulates child labor, prohibiting the employment of minors in certain hazardous occupations and setting limitations on the hours and conditions of work for minors.

The Fair Labor Standards Act (FLSA) is a federal law in the United States that establishes minimum wage, overtime pay, recordkeeping, and youth employment standards for employers in both the public and private sectors. The FLSA requires that covered employers pay their employees at least the federal minimum wage (currently $7.25 per hour) for all hours worked and overtime pay at a rate of one and a half times their regular rate of pay for any hours worked over 40 in a workweek. The FLSA also contains provisions related to child labor, including restrictions on the types of jobs minors can perform, the hours they can work, and the minimum age for certain types of work. Additionally, the FLSA requires employers to maintain certain records related to employee wages, hours worked, and other employment-related information. The FLSA applies to most employers in the United States, although there are some exemptions for certain types of workers, such as salaried employees who are classified as exempt from overtime pay requirements. State labor laws may also have their own minimum wage and overtime pay requirements that are higher than those established by the FLSA, and employers are required to comply with both federal and state laws. The Department of Labor's Wage and Hour Division is responsible for enforcing the FLSA, and employees who believe their rights under the law have been violated can file a complaint with the division.

The Equal Pay Act of 1963 (EPA) is a landmark federal law aimed at eliminating wage discrimination based on sex. It was enacted as an amendment to the Fair Labor Standards Act (FLSA) and requires that men and women be paid equally for performing jobs that require substantially equal skill, effort, and responsibility under similar working conditions within the same workplace. The Act was introduced at a time when women were systematically paid less than men for doing the same work, despite having comparable qualifications and responsibilities. The EPA strives to ensure that wages are determined fairly, based on the nature of the work and not the gender of the employee. By promoting pay equity, it aims to narrow the wage gap and foster workplace equality, helping to address systemic economic disparities between men and women.

Quid pro quo sexual harassment (Latin for “this for that”) occurs when an employee's job or employment opportunities are conditioned on their submission to unwelcome sexual advances or conduct. Hostile work environment sexual harassment occurs when the workplace is permeated with unwelcome sexual conduct or comments that create a hostile or offensive work environment.

Harassment refers to any unwelcome conduct in the workplace that creates a hostile or offensive environment, while discrimination refers to the unfair treatment of an employee based on their membership in a protected group. Michigan has laws that prohibit workplace harassment, including harassment based on race, color, national origin, gender, age, religion, sex, sexual orientation, and disability. If you believe that you have been a victim of discrimination, wage theft, or harassment in the workplace, you may have legal options available to you. It is important to consult with an experienced employment law attorney to understand your rights and options.

Gender harassment and gender discrimination are related but distinct concepts. Gender harassment refers to unwelcome conduct that is based on a person's gender or gender identity and that creates a hostile or intimidating work environment. This can include unwanted sexual advances, derogatory comments or gestures, physical touching, or other behavior that is intended to intimidate or belittle a person based on their gender. On the other hand, gender discrimination refers to unequal treatment based on a person's gender or gender identity. This can include disparate treatment in hiring, promotions, pay, or other terms and conditions of employment. For example, if an employer promotes men over equally qualified women, this could be considered gender discrimination. While gender harassment can be a form of gender discrimination, not all gender discrimination involves harassment. For example, a woman who is paid less than a man for doing the same job is experiencing gender discrimination, but not necessarily gender harassment. Both gender harassment and gender discrimination are illegal under federal and state laws, including Title VII of the Civil Rights Act of 1964 and the Michigan Elliott-Larsen Civil Rights Act. Employers have a legal responsibility to prevent and address both types of misconduct in the workplace.

The Age Discrimination in Employment Act (ADEA) is a federal law enacted in 1967 with the primary purpose of protecting workers aged 40 and older from discrimination based on age in the workplace. The ADEA prohibits employers from discriminating against employees or job applicants on the basis of age in various aspects of employment, including hiring, firing, promotion, compensation, benefits, job assignments, and training opportunities. The ADEA applies to employers with 20 or more employees, including private employers, state and local governments, employment agencies, and labor organizations. The law aims to promote equal opportunities for older workers, combat age-based stereotypes and biases, and foster a fair and inclusive work environment for individuals of all ages.

The main difference between a salary and an hourly employee is how they are paid. Hourly employees are paid an hourly rate for each hour they work. They are typically paid for the exact number of hours worked, and their pay may vary depending on the number of hours they work each week. Hourly employees are generally eligible for overtime pay, which is paid at a rate of one and a half times their regular hourly rate for any hours worked over 40 in a workweek. Salary employees are paid a fixed amount of money, typically on a weekly or bi-weekly basis, regardless of the number of hours worked. This means that if they work more than 40 hours in a workweek, they do not receive any additional pay for those extra hours. Salary employees are generally exempt from overtime pay requirements under the Fair Labor Standards Act (FLSA) if they meet certain criteria, such as being paid a minimum salary and performing certain job duties. In general, salaried employees are more likely to be professionals, managers, or other types of employees who are paid a fixed amount for their work, while hourly employees are more likely to be entry-level or non-exempt workers who are paid based on the number of hours they work. However, there is no one-size-fits-all definition, and the distinction between salary and hourly employees can vary depending on the industry, job duties, and other factors.

Sexual harassment is any unwanted sexual behavior or advances, either verbal or physical, that create a hostile or intimidating work environment. This may include unwelcome comments, unwanted touching, or other forms of inappropriate behavior.

Sexual harassment in the workplace can take many forms and can include a wide range of behaviors that create a hostile or offensive work environment. Some examples of sexual harassment in the workplace include: Unwanted sexual advances or requests for sexual favors Sexual comments, jokes, or innuendos Physical contact or touching of a sexual nature Displaying sexually suggestive or explicit materials Making sexual gestures or gestures of a sexual nature Using sexual language or gestures to intimidate or humiliate someone Making unwelcome sexual propositions or insinuations about someone's sexual orientation or gender identity Sexual harassment can occur between individuals of any gender and can be perpetrated by anyone in the workplace, including co-workers, supervisors, managers, or even customers or clients. It is important to note that sexual harassment does not have to involve physical contact or overtly sexual behavior in order to be considered harassment. Verbal harassment, such as making sexual comments or jokes, can also create a hostile or offensive work environment and be considered sexual harassment. At Marko Law Firm, we are dedicated to helping victims of sexual harassment in the workplace. Our experienced employment law attorneys can provide guidance and support throughout the legal process, and we are committed to fighting for your rights and ensuring that you receive the justice you deserve. Contact us today at 1(313)777-7777 to schedule your free consultation and discuss your case.

Religious harassment in the workplace occurs when an employee is subjected to unwelcome conduct that is based on their religion or religious beliefs. This conduct creates a hostile, intimidating, or offensive work environment, or interferes with an employee's work performance. Examples of religious harassment can include offensive remarks or jokes about an employee's religious beliefs, exclusion from work-related activities or events because of religious beliefs, or negative treatment or discrimination based on an employee's religious practices. Religious harassment is different from other forms of harassment in that it specifically targets an employee's religion or religious beliefs. Other forms of harassment may be based on an employee's race, gender, sexual orientation, age, or other personal characteristics. While religious harassment can overlap with other forms of harassment, it is important to recognize that it is a distinct form of harassment that requires its own prevention and response strategies. Employers have a legal obligation to prevent religious harassment in the workplace, and to take prompt and effective action when it occurs. This can include providing training and education on the issue, establishing policies and procedures for reporting and addressing religious harassment, and ensuring that all employees are aware of their rights and responsibilities in relation to religious diversity and inclusion in the workplace. By taking proactive steps to prevent religious harassment, employers can create a more welcoming, inclusive, and respectful workplace for all employees.

Race harassment in the workplace refers to any behavior that creates a hostile or offensive work environment based on an employee's race, ethnicity, or national origin. This can include derogatory comments, slurs, or insults, as well as exclusion, intimidation, or physical threats. Race harassment can be illegal under federal and state anti-discrimination laws, such as Title VII of the Civil Rights Act of 1964 and the Michigan Elliott-Larsen Civil Rights Act. If you believe you have experienced race harassment in the workplace, it is important to consult with an experienced attorney to understand your legal rights and options.

The term "quid pro quo" is a Latin phrase that means "something for something" or “this for that”. In the context of workplace harassment, quid pro quo refers to a situation in which a person in a position of power or authority demands sexual favors or other benefits from an employee in exchange for employment opportunities or other job-related benefits. An example is an employer demanding sex for a job position or a promotion. Quid pro quo harassment occurs when a supervisor or someone in a position of power makes a job benefit (such as a promotion, raise, or continued employment) conditional on the victim's submission to unwelcome sexual advances or conduct. This type of harassment is illegal under federal and state employment laws, and victims may be entitled to damages and other remedies. If you have experienced this type of harassment in the workplace contact Marko Law for a free consultation. The dedicated attorneys at Marko Law will give you a voice!

Harassment is a form of misconduct that encompasses a wide range of unwanted or unwelcome behaviors occurring in various settings, including the workplace. In the context of employment law, harassment typically refers to conduct that creates a hostile, intimidating, or offensive environment for an individual or group of individuals. This behavior can take many forms, including verbal, physical, or visual actions that are discriminatory or derogatory in nature. Specifically, harassment can include but is not limited to: Sexual Harassment: This type of harassment involves unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. Examples may include inappropriate comments, gestures, or unwanted touching. Racial Harassment: Racial harassment occurs when individuals are subjected to derogatory remarks, jokes, or actions based on their race, ethnicity, or national origin. It creates a hostile environment for individuals targeted because of their racial or ethnic background. Bullying: Bullying behavior involves repeated, harmful actions aimed at intimidating, humiliating, or undermining an individual. This can include verbal abuse, threats, or exclusion from group activities. Discriminatory Harassment: Discriminatory harassment occurs when individuals are treated unfairly or unfavorably because of characteristics such as age, gender, disability, religion, or sexual orientation. It may involve offensive comments, stereotypes, or unequal treatment based on protected characteristics. In the workplace, harassment is prohibited by various federal and state laws, as well as company policies and codes of conduct. Employers have a legal obligation to take reasonable steps to prevent and address harassment in the workplace, including investigating complaints, providing training, and implementing anti-harassment policies. If you believe you have been subjected to harassment in the workplace, it's important to document the incidents and report them to your employer's human resources department or a trusted supervisor. You may also consider seeking legal advice from a qualified attorney specializing in employment law to understand your rights and options for recourse. Harassment should never be tolerated, and individuals have the right to work in an environment free from harassment and discrimination.

Gender harassment in the workplace refers to unwelcome conduct that is based on a person's gender or gender identity, and that is severe or pervasive enough to create a hostile or intimidating work environment. This type of harassment can take many forms, including verbal comments, gestures, physical touching, or other behavior that is intended to intimidate, belittle, or humiliate a person based on their gender. Gender harassment can include a wide range of behaviors, from unwanted sexual advances to derogatory comments about a person's gender or gender identity. It can also include other forms of mistreatment, such as exclusion from workplace activities or denial of opportunities for advancement based on gender. Employers have a legal responsibility to prevent and address gender harassment in the workplace, and employees have the right to report harassment without fear of retaliation. If an employer fails to take appropriate action to address gender harassment, an employee may have the right to file a complaint with the Equal Employment Opportunity Commission (EEOC) or the relevant state agency, or to pursue legal action to protect their rights.

Compensable time refers to the hours worked by an employee that must be paid by the employer in accordance with the Fair Labor Standards Act (FLSA). Generally, all time spent working, including training time, travel time, and on-call time, is considered compensable under the FLSA. Some common examples of compensable time include: Regular work hours: Any time that an employee spends working during their regular hours is considered compensable. Overtime hours: Overtime hours are any hours worked beyond the standard 40 hours per week, and are generally paid at a rate of 1.5 times the employee's regular rate of pay. On-call time: If an employee is required to be on-call, that time is considered compensable if they are not free to use that time for their own purposes. Training time: If an employee is required to attend training sessions or meetings outside of their regular work hours, that time is generally considered compensable. Travel time: Travel time that is part of an employee's regular work duties, such as driving between job sites, is considered compensable. It's important to note that there may be some exceptions and nuances to these rules depending on the specific circumstances of the employment situation.

An Affirmative Action Plan (AAP) is a written strategy designed to promote equal employment opportunities and address underrepresentation of certain groups in the workforce. Employers required to maintain an AAP must analyze their employment data and implement proactive hiring and promotion practices. Who Needs an AAP? Federal contractors/subcontractors with 50+ employees AND contracts of $50,000+ Higher education institutions receiving federal funds Federal construction contractors, regardless of contract size Key Components of an AAP: Workforce Analysis: Employers must review demographics to identify any disparities in hiring or promotions. Goals & Timetables: Companies must set measurable goals to improve representation of women, minorities, and other underrepresented groups. Action-Oriented Programs: Employers must implement training, outreach, recruitment efforts, and fair hiring practices to address identified gaps. Internal Audits & Compliance Reviews: Contractors must monitor progress annually and adjust policies as needed. Recordkeeping & Reporting: Employers must document hiring data, promotions, terminations, and outreach efforts to demonstrate compliance. Failure to develop or implement an AAP can lead to contract suspensions, fines, and federal debarment.

Age harassment in the workplace is a form of discrimination based on a person's age, typically targeting older workers. It refers to any unwelcome behavior or conduct, verbal or physical, that creates a hostile, offensive, or intimidating work environment or interferes with an employee's ability to perform their job because of their age.

A hostile work environment is a workplace where an employee is subjected to harassment, discrimination, or other forms of mistreatment that make it difficult or impossible for them to do their job effectively. Examples of a hostile work environment may include frequent and unwelcome comments or behavior that is based on a protected characteristic, such as race, gender, sexual orientation, religion, age, or disability. Other examples may include physical intimidation, threats, or ridicule, or other actions that interfere with an employee's ability to perform their job duties or create an intimidating, offensive, or hostile work environment. It is important to note that a single incident or offhand comment may not be enough to create a hostile work environment, as these situations must be severe or pervasive enough to create an environment that is objectively hostile or abusive. Additionally, it is the employer's responsibility to prevent and address instances of harassment and discrimination in the workplace to ensure that all employees can work in a safe and respectful environment.

State-funded programs may face adjustments depending on federal compliance requirements. However, Michigan’s leadership has signaled that it will continue to promote equity and inclusion in state-run initiatives.

If the removal of DEI programs results in a discriminatory or hostile work environment, federal employees may have grounds for legal action under Title VII of the Civil Rights Act. Contact Marko Law for guidance on how to proceed.

If you don't feel comfortable reporting sexual harassment to your employer, you may want to consider contacting a lawyer or filing a complaint with the Equal Employment Opportunity Commission (EEOC) or the Michigan Department of Civil Rights.

The executive order restricts federal agencies from implementing diversity, equity, and inclusion (DEI) initiatives, which could have a ripple effect on Michigan workplaces. While the order directly impacts federal employees, private businesses and state-funded programs may also see changes depending on how they align with federal policies.

If you win a workplace discrimination lawsuit, you may be able to recover damages such as lost wages, emotional distress, other damages, and attorney fees.

The damages that can be recovered in a wage and hour lawsuit depend on the specific violations that occurred and the laws of the state where the lawsuit is filed. Generally, the damages in a wage and hour lawsuit may include: Unpaid wages: This includes any wages that were not paid according to the applicable laws, such as minimum wage, overtime pay, or final paychecks. Liquidated damages: Some states allow for an additional amount of damages equal to the unpaid wages as liquidated damages, as a form of compensation for the delay in receiving the wages. Penalties: Some states impose penalties on employers who violate wage and hour laws. These penalties can be significant and are intended to deter employers from engaging in similar violations in the future. Attorneys' fees and costs: If the employee prevails in the lawsuit, they may be entitled to recover their attorneys' fees and costs. It's important to note that the damages that can be recovered in a wage and hour lawsuit may vary depending on the specific laws and regulations that apply in your state. Additionally, it's recommended to consult with an experienced employment law attorney to discuss your legal options and the potential damages you may be entitled to recover. At Marko Law Firm, we are dedicated to helping victims of employer wage and hour violations. Our experienced employment law attorneys can provide guidance and support throughout the legal process, and we are committed to fighting for your rights and ensuring that you receive the justice you deserve. Contact us today at 1(313)777-7777 to schedule your free consultation and discuss your case.

Employees filing claims under FELA may recover damages for: -Medical expenses (past and future) -Lost wages and loss of earning capacity -Pain and suffering -Emotional distress -Permanent disability or disfigurement

Wrongful termination occurs when an employer unlawfully fires an employee in violation of state or federal employment laws. While Michigan is an at-will employment state, meaning employers can terminate employees for any reason or no reason at all, there are important exceptions where termination is considered illegal. At Marko Law, we fight for Michigan workers who have been wrongfully terminated under any of the following circumstances: 1. Termination Due to Discrimination Under Michigan’s Elliott-Larsen Civil Rights Act (ELCRA) and federal employment laws, an employer cannot fire an employee based on: ✔ Race, color, or national origin ✔ Sex, gender identity, or sexual orientation ✔ Religion ✔ Age (40 or older) ✔ Disability or medical condition ✔ Pregnancy or parental status 💡 If you believe you were fired due to discrimination, contact Marko Law to discuss your legal rights. 2. Retaliation for Whistleblowing or Workplace Complaints Employers cannot terminate employees for reporting: ✔ Workplace safety violations (OSHA complaints) ✔ Sexual harassment or discrimination ✔ Unpaid wages or overtime violations ✔ Fraud, illegal activity, or government corruption 💡 If your employer fired you after you reported illegal or unethical behavior, you may have a retaliation claim. Marko Law can help you take action. 3. Firing in Violation of a Contract If you have a written or implied employment contract that states specific conditions for termination, your employer must abide by those terms. Firing you without cause when a contract states otherwise could be grounds for a lawsuit. 💡 Have an employment contract? Marko Law can review it and determine if you were wrongfully terminated. 4. Wrongful Termination for Taking Protected Leave It is illegal for an employer to fire you for: ✔ Taking Family and Medical Leave Act (FMLA) leave for a medical condition or family emergency ✔ Serving in the military or National Guard ✔ Attending jury duty ✔ Taking time off to vote 💡 If your employer fired you for exercising your legal rights, Marko Law is here to fight for you. 5. Wrongful Termination Based on Wage Disputes Employers cannot fire you for: ✔ Filing a wage or overtime complaint with the Michigan Department of Labor ✔ Refusing to work unpaid overtime ✔ Demanding fair pay under Michigan’s wage and hour laws 💡 If you were fired after challenging unfair pay, Marko Law can help you hold your employer accountable. How Marko Law Can Help At Marko Law, we understand how devastating job loss can be—especially when it happens unfairly. Our experienced employment attorneys are dedicated to holding employers accountable and ensuring Michigan workers receive the justice they deserve. ✔ Free Consultation – We’ll review your case at no cost. ✔ Aggressive Legal Representation – We fight hard for Michigan employees. ✔ No Fees Unless We Win – You don’t pay unless we secure a settlement or verdict. 📞 Call +13137777777 today for a free consultation! If you believe you’ve been wrongfully terminated, let us help you fight back.

If you report sexual harassment to your employer, you can expect them to conduct an investigation into your allegations. Here is what you can expect during a sexual harassment investigation by your employer: Notification of the investigation: Your employer should inform you that they have received your complaint and that they will be investigating the matter. Confidentiality: Your employer should keep the details of the investigation confidential to the extent possible. Interviews: Your employer will likely interview you, the alleged harasser, and any witnesses to the harassment. The interviews will be conducted separately, and you will have an opportunity to provide a detailed account of the harassment. Evidence Collection: Your employer may collect any relevant evidence, such as emails, text messages, or other documents related to the harassment. Timeline: The investigation should be completed in a timely manner, typically within a few weeks to a few months. Outcome: Your employer will inform you of the outcome of the investigation, which may include disciplinary action against the harasser or other corrective action to prevent further harassment. It is important to cooperate with the investigation and provide any relevant information or evidence. If you are not satisfied with the outcome of the investigation, or if you experience retaliation for reporting the harassment, you may have legal options to pursue. At Marko Law Firm, we are dedicated to helping employees who have experienced sexual harassment in the workplace. Our experienced employment law attorneys can provide guidance and support throughout the investigation process, and we are committed to fighting for your rights and ensuring that you receive the compensation you deserve. Contact us today to schedule a consultation and discuss your legal options.

Michigan law prohibits minors from working in certain types of jobs, including manufacturing, operating power-driven machinery, and working in hazardous environments. There are also restrictions on the hours and times of day minors can work.

An employer who engages in quid pro quo harassment can face serious legal consequences. They may be held liable for damages, including lost wages, emotional distress, and punitive damages. Additionally, the employer may be required to take corrective action to prevent further harassment, such as implementing new policies and procedures or providing training to employees. In severe cases, the employer may even face criminal charges. It is important for employers to take proactive steps to prevent and address harassment in the workplace to avoid these consequences.

The Fair Labor Standards Act (FLSA) establishes both minimum wage and overtime pay requirements for covered nonexempt employees. - Minimum wage: The federal minimum wage under the FLSA is $7.25 per hour, although some states and localities have set higher minimum wage rates. Covered nonexempt employees must be paid at least the federal minimum wage for all hours worked. - Overtime pay: Covered nonexempt employees are entitled to overtime pay at a rate of one and a half times their regular rate of pay for all hours worked over 40 in a workweek. This means that for every hour worked beyond 40 hours in a workweek, eligible employees must be compensated at a rate of at least one and a half times their regular hourly rate. Some states may have additional or more stringent minimum wage and overtime pay requirements, so it's important for employers and employees to be aware of both federal and state wage and hour laws.

Under the EPA, jobs don’t need to be identical but must be substantially equal in terms of four key factors: Skill: Refers to the experience, training, education, and ability required to perform the job. For example, two machinists performing the same tasks using the same tools would be considered to have substantially equal skill levels, regardless of their gender. Effort: The physical or mental exertion needed to perform the job. If two employees handle similar workloads, even if their job titles differ, their jobs may require equal effort. Responsibility: This involves the level of accountability or decision-making required. For example, two employees managing teams of equal size and complexity would likely have substantially equal responsibility. Working Conditions: Includes factors like the physical surroundings (e.g., exposure to hazards or extreme temperatures) and scheduling (e.g., night vs. day shifts). Jobs performed under similar working conditions are considered comparable.

There are many different types of workplace discrimination, including: Racial discrimination: treating someone unfairly because of their race or ethnicity Gender discrimination: treating someone unfairly because of their gender or gender identity Age discrimination: treating someone unfairly because of their age, typically over 40 years old Disability discrimination: treating someone unfairly because of their physical or mental disability Religious discrimination: treating someone unfairly because of their religion or religious practices National origin discrimination: treating someone unfairly because of their country of origin or ancestry Pregnancy discrimination: treating someone unfairly because of their pregnancy, childbirth, or related medical conditions Sexual orientation discrimination: treating someone unfairly because of their sexual orientation Genetic information discrimination: treating someone unfairly because of their genetic information or family medical history.

The consequences for employers who engage in workplace discrimination can include financial penalties, damages to the victim(s), legal fees, and negative publicity. Employers may also face non-financial consequences, such as damage to their reputation, loss of business, or difficulty in attracting and retaining employees. In some cases, employers may be required to change their policies or practices to prevent future discrimination, or to provide training to their employees on how to prevent discrimination in the workplace. In extreme cases, employers may even face criminal charges if their actions rise to the level of criminal conduct.

Examples of workplace discrimination include refusing to hire or promote someone based on their race or gender, paying an employee less because of their age or disability, or creating a hostile work environment based on someone's religion or national origin.

Examples of sexual harassment can include unwanted sexual advances, comments or jokes of a sexual nature, unwanted physical contact or touching, and other behavior that creates a hostile or offensive work environment.

Some examples of race harassment in the workplace include using racial slurs or derogatory comments, making offensive jokes or comments about someone's race, mocking someone's accent or language proficiency, displaying racially offensive images or symbols, and making employment decisions based on an employee's race. Other examples may include excluding someone from work-related activities or opportunities based on their race or making threats or engaging in physical violence based on someone's race. At Marko Law Firm, we are dedicated to helping victims of race harassment in the workplace. Our experienced employment law attorneys can provide guidance and support throughout the legal process, and we are committed to fighting for your rights and ensuring that you receive the justice you deserve. Contact us today at 1(313)777-7777 to schedule your free consultation and discuss your case.

Examples of quid pro quo harassment in the workplace can include: -A supervisor offers a promotion or pay raise in exchange for a sexual relationship. -An employer threatens to fire an employee if they don't engage in sexual activity with them. -A manager implies that an employee's job is at risk if they do not comply with the manager's requests for sexual favors. -A hiring manager offers a job to a candidate in exchange for sexual acts or a date. -A supervisor makes unwelcome sexual advances towards a subordinate and suggests that the subordinate's job or career advancement is dependent on submitting to the supervisor's requests. Understand your legal rights, contact Marko Law today!

Examples of workplace harassment can include any unwelcome conduct that creates an intimidating, hostile, or offensive work environment. Harassment can take many forms, such as offensive jokes or comments, physical assaults or threats, intimidation, or ridicule based on a person's protected characteristic such as race, religion, national origin, gender, sexual orientation, or disability. Other examples of harassment in the workplace include unwanted physical contact or gestures, spreading rumors or gossip, and excessive monitoring or surveillance of an employee's work. It is important to note that workplace harassment is illegal under federal and state law. Employees who experience harassment in the workplace may be able to take legal action against their employer to stop the harassment and seek compensation for any damages they have suffered. Employers in Michigan are required to have policies and procedures in place to prevent and address workplace harassment, and they can be held liable if they fail to take appropriate action to address harassment.

Gender harassment can take many forms, including: Unwanted sexual advances or propositions: This can include unwanted touching, kissing, or other physical contact, as well as verbal or written requests for sexual favors or dates. Verbal or written comments or gestures: This can include derogatory or offensive remarks or jokes about a person's gender, as well as gestures or nonverbal behavior that is intended to intimidate or humiliate a person based on their gender. Physical intimidation or assault: This can include physical acts of aggression or violence based on a person's gender, such as pushing, shoving, or hitting, as well as more severe forms of assault. Display of offensive materials: This can include the display of offensive or sexually suggestive materials, such as posters or magazines, in the workplace, which can create a hostile work environment based on gender. Retaliation for reporting gender harassment: This can include adverse employment actions, such as demotion, termination, or other forms of retaliation, taken against an employee who reports gender harassment. It's important to note that any behavior that creates a hostile or intimidating work environment based on an employee's gender can be considered gender harassment, even if it doesn't fit neatly into one of these categories. Employers have a legal responsibility to prevent and address gender harassment in the workplace, and employees have the right to report harassment without fear of retaliation.

Examples of age harassment in the workplace can include: Making derogatory or insulting comments about an employee's age. Denying an employee training, promotions, or other work-related opportunities based on their age. Disrespectful behavior towards older workers, such as interrupting them, talking over them, or ignoring their contributions. Giving older workers unreasonable workloads or assignments compared to their younger colleagues. Making age-based stereotypes, such as assuming that older workers are less productive or less technologically savvy than younger workers. Isolating or excluding older workers from workplace activities or social events. Age harassment can have a negative impact on older workers' self-esteem, motivation, and job satisfaction, leading to decreased productivity, increased absenteeism, and even retirement. It is important for employers to take proactive steps to prevent age harassment in the workplace, including providing training and education on age diversity and inclusion, establishing policies and procedures for addressing complaints of age harassment, and creating a workplace culture that values and respects all employees, regardless of their age.

Some common wage and hour violations that employers may commit include: Failure to pay minimum wage: The federal minimum wage is $7.25 per hour, although some states have higher minimum wage rates. Employers are required to pay their employees at least the minimum wage for all hours worked. Failure to pay overtime: Non-exempt employees who work more than 40 hours in a workweek are generally entitled to overtime pay at a rate of 1.5 times their regular hourly rate. Employers may try to avoid paying overtime by misclassifying employees as exempt or by requiring them to work "off the clock." Misclassifying employees as exempt: Some employees may be classified as "exempt" from overtime pay requirements, but not all employees qualify for this exemption. Employers may misclassify employees as exempt to avoid paying overtime. Improper deductions from paychecks: Employers are not allowed to make certain deductions from employees' paychecks, such as deductions for cash register shortages, uniforms, or tools, unless the employee agrees in writing. Failure to provide meal and rest breaks: Many states require employers to provide employees with meal and rest breaks during their shifts, and failure to do so may be a violation of wage and hour laws. Tip credit violations: Employers in certain industries, such as restaurants, may be able to pay their employees a lower hourly rate if the employee receives tips. However, employers must follow specific rules related to tip pooling and tip credits to avoid violating wage and hour laws. It's important for employees to be aware of their rights related to wage and hour laws and to report any violations to the appropriate government agency or an experienced employment law attorney. Contact Marko Law Firm to speak to an experienced employment law attorney.

Yes, it is highly recommended to talk to a lawyer if you suspect that you have experienced quid pro quo harassment in the workplace. The experienced employment law attorneys at Marko Law Firm can help you understand your legal rights, assess your options, and guide you through the process of filing a claim or taking legal action against your employer or the harasser. A lawyer can also protect you against retaliation or other negative consequences that may arise from reporting the harassment. It is important to find an experienced and reputable employment lawyer who specializes in handling cases of workplace harassment.

If your employer is changing your time clock, it's important to understand why the change is being made and how it may affect your pay. You should ask your employer to explain the reason for the change and how it will impact your hours and wages. If you have concerns about the change, you should discuss them with your supervisor or human resources representative. If you believe that your employer is changing your time clock to improperly reduce your pay or to avoid paying you for all hours worked, you may have a claim for wage and hour violations. In this case, you should consider speaking with an employment law attorney such as Marko Law Firm, or filing a complaint with the Department of Labor. It's important to document any changes to your time clock and keep accurate records of your hours worked. This will help you to support any claims you may have regarding wage and hour violations.

Yes, age harassment is a form of discrimination that is protected by law in the United States. The Age Discrimination in Employment Act (ADEA) is a federal law that prohibits discrimination against individuals who are 40 years of age or older. The law also prohibits age harassment, which is defined as unwelcome conduct that is based on a person's age and that creates a hostile or intimidating work environment. Age harassment can take many forms, including derogatory or offensive remarks or jokes about a person's age, exclusion from workplace activities or opportunities based on age, or other behaviors that are intended to intimidate, belittle, or humiliate a person based on their age. Employers have a legal responsibility to prevent and address age harassment in the workplace, and employees have the right to report harassment without fear of retaliation. If an employer fails to take appropriate action to address age harassment, an employee may have the right to file a complaint with the Equal Employment Opportunity Commission (EEOC) or the relevant state agency, or to pursue legal action to protect their rights.

The executive order limits diversity, equity, and inclusion (DEI) training and initiatives within federal agencies. This means that federal employees in Michigan may see changes in workplace policies, hiring practices, and internal training programs.

The frequency of paychecks is determined by state law, and it can vary from state to state. In general, employees are entitled to receive their pay at least twice per month, although some states require more frequent pay periods, such as weekly or bi-weekly. Some states also have specific requirements for when the pay period should end and when employees should be paid. It's important to check your state's laws or consult with an experienced employment law attorney to determine the specific requirements for pay frequency in your state.