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FEDERAL EMPLOYMENT LITIGATION

Protecting Your Rights in the Workplace

If you believe you've been discriminated against, harassed, retaliated against, or wrongfully terminated, you may have legal options. We help individuals pursue potential claims under federal employment laws.

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Types of Employment Cases We Handle

  • Based on race, national origin, gender, religion, disability, age, or other protected characteristics.

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Discrimination

  • Unwelcome conduct or a hostile work environment.

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Sexual Harassment

  • When your firing may violate federal law.

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Wrongful Termination

  • For reporting discrimination, participating in an investigation, or engaging in other protected activity.

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Retaliation

EEOC Charges & Right-to-Sue Notices

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  • Understand your deadlines and next steps.

Common Questions

  • If you believe you've experienced workplace discrimination, harassment, retaliation, or wrongful termination, it's important to act promptly. Keep any relevant records, emails, or communications related to your situation. Contact our office to discuss what happened and determine whether you may have grounds for legal action.

  • Wrongful termination occurs when an employee is fired for a reason that violates the law. Examples may include termination based on unlawful discrimination, retaliation for reporting misconduct protected by law, or other legally protected activities.

  • The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing laws against workplace discrimination, harassment, and retaliation. In many cases, employees must file a charge with the EEOC before pursuing a federal employment discrimination lawsuit.

  • Deadlines vary depending on the circumstances of your case. In Oklahoma, employees generally have 300 days from the discriminatory act to file an EEOC charge for claims covered by both federal and state law. Some claims have shorter deadlines, including certain federal employee claims that require initial contact with an EEO counselor within 45 days. Acting quickly is important to protecting your legal rights.

  • Federal law generally prohibits employers from retaliating against employees for reporting unlawful discrimination or harassment. If you were fired, demoted, or otherwise punished for making a protected complaint, you may have grounds for legal action.

  • You do not need to have all the evidence before contacting an attorney. Emails, text messages, employment records, witness statements, and other documentation may help support your claim.

  • When you call, you'll have the opportunity to explain your situation and discuss your concerns. John Mac Hayes will review the circumstances to determine whether your case may warrant further legal evaluation.

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Received an EEOC Determination and Notice of Rights?

You Have Only 90 Days to file a lawsuit under federal discrimination laws.

If you have received a Determination and Notice of Rights from the Equal Employment Opportunity Commission (EEOC), time is critical.

The EEOC’s decision to close its investigation does not mean your discrimination case is lacks merit. You may still have a viable federal lawsuit against the Employer.

Claims involving sexual harassment, retaliation for reporting discrimination, or discrimination based on race, national origin, gender, religion, pregnancy, orientation, and age, all may be pursued in court when supported by the facts and applicable law.

Do not allow your filing deadline to expire.

Oklahoma Trial Attorney John Mac Hayes evaluates EEOC “Determination and Notice of Rights” letters and evaluates the possibility of a federal lawsuit. Handling federal employment cases throughout Oklahoma.

Call or text 918-888-0630 for a case evaluation.

Fired After Complaining About Discrimination?

Federal Law Protects You.

Employees have legal rights which make it unlawful for an Employer to Retaliate against an Employee for good faith reporting of unlawful workplace discrimination or sexual harassment.

Retaliation may include termination, demotion, reduced hours, disciplinary action, or other materially adverse treatment because an employee exercised protected rights.

Good faith, reasonable complaints to management about unlawful discrimination are always lawful. Retaliation claims frequently turn on timing, communications, inconsistent explanations, and whether the employer’s stated reason for its actions is believable.

If you were terminated or demoted after you after you complained about discrimination, you have grounds for a federal employment lawsuit.

John Mac Hayes represents employees in retaliation and discrimination litigation in Oklahoma federal courts.

Call or text 918-888-0630 to discuss your circumstances.

Federal law prohibits sexual harassment in the workplace. Sexual harassment may involve unwanted advances, requests for sexual favors, offensive sexual comments, or other conduct that creates an hostile working environment.

Not every offensive comment violates federal law. Whether conduct is unlawful depends on its seriousness, frequency, circumstances, and other factors.

Employers face legal liability in federal court when they retaliate against employees who report sexual harassment.

If you have experienced the indignity and disrespect of workplace sexual harassment — your circumstances deserve careful legal evaluation.

John Mac Hayes handles federal sexual harassment and retaliation cases in Oklahoma federal courts.

Call or text TODAY 918-888-0630
Discuss your legal options with an experienced Employment Lawyer.

Sexual Harassment at Work: Know Your Legal Rights.

Were You Treated Differently at Work Because of Your Race, National Origin, or Gender?

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees based on race, national origin, and gender (“Protected Class”)

Discrimination can involve termination, unequal compensation, promotion decisions, job assignments, or other employment conditions including when Employers treat Employees outside the “protected class” more favorably under the same or similar conditions. 

Federal discrimination cases frequently involve examining personnel records, performance evaluations, management communications, and the treatment of other employees.

An employer’s explanation for an employment decision is not the final word. The evidence may demonstrate that the stated reason is false, misleading, or materially inconsistent. The stated reason then is merely a “pretext” or “false explanation” which hides unlawful discrimination.

Oklahoma attorney John Mac Hayes evaluates and litigates federal employment discrimination claims.

Call or text  918-888-0630 to discuss your situation.