We are Boston employment attorneys who will tirelessly advocate your interests. We strive to ensure not only that the best possible results will be obtained, but that you will also understand the legal theory that drives your case.
Before you can assert your rights, you must know what they are. Certain employment laws limit under what circumstances an employee may be lawfully terminated. Title VII of the Civil Rights Act of 1964, for example, outlawed discrimination based upon race, gender, religion, or national origin. In 1967, Congress passed the Age Discrimination in Employment Act (ADEA) to protect employees age 40 years or over from suffering unfair disadvantages and stereotypes. Decades later, in 1990, the Americans with Disabilities Act (ADA) was passed to ensure that qualified employees with disabilities are provided with equal opportunities to participate in the workforce. Pursuant to the Fair Employment Practices Act (M.G.L. c. 151B), Massachusetts has enacted similar laws outlawing employment discrimination based on race, gender, religion, or national origin, age, handicap, and sexual orientation. Under both state and federal law, it is illegal to terminate an employee for reporting unlawful discrimination.
At The Law Office of Alan H. Crede, we understand that no two cases are identical. We pride ourselves in being well-equipped to handle the novel legal issues that often times arise during the negotiation and litigation process. We place great emphasis on preparation by gathering facts and obtaining witness statements in the early stages in order to effectively leverage the merits of each claim. Please visit the links below to learn more about the types of employment law claims that we handle: