By their nature, employment disputes require an experienced attorney to level the playing field for the employee.  The Law Offices of Richard A. Meier concentrates in the area of employment law, including litigation of employment discrimination and wrongful discharge.  Some of the employment disputes against which I have successfully assisted employees are:

Attorney Richard Meier:

If you have been discriminated against, harassed, retaliated against or wrongfully terminated in the workplace because of your race, sex, height, weight, religion, national origin, pregnancy, handicap or medical condition, I can use my over 25 years of experience to provide you vigorous advocacy.  Don't delay, contact our office immediately to consult with an experienced discrimination lawyer and to protect your rights against employer-based harassment and discrimination.

Attorney Richard Meier obtained his Juris Doctor degree from Thomas M. Cooley Law School, 1984, complemented by a Master of Labor and Industrial Relations, emphasis Personnel/Labor Relations from Michigan State University, 1977. He obtained a Bachelor of Science degree from Michigan State University, graduating with Honors, 1975.

Richard A. Meier is licensed to practice in Michigan.  He is admitted to Eastern and Western Michigan US courts and the Sixth US Courts of Appeals.

What is employment discrimination?

Discrimination generally occurs when an employee is intentionally treated differently because of the employee`s race, color, religion, national origin, disability, gender, sexual orientation (depends on state) or age because of the employer`s system, such as its hiring process, has a negative effect on people in the protected categories or classes.

To prove unlawful discrimination, employees must be able to show that an action affecting employment was based on the fact that the employee belongs to a protected class. If the action is intentionally discriminatory, it is called disparate treatment. If the operation of the employer`s system had an unintentional discriminatory effect, it is said to have a disparate impact.

Even if the employee`s evidence is sufficient to show discrimination, an employer may be able to justify this action by proving that there was a "business necessity" for it or that a legitimate job qualification required consideration of a factor that had an unintentional discriminatory effect. When the employer makes such a legitimate justification, the employee must show that discrimination, not the employer`s justification, was the true reason for the action. What is the difference between disparate impact and disparate treatment? Discrimination on its face is disparate treatment. However, rules or policies that are facially neutral can have a disproportionate impact on minorities and other members of a protected group. This is called disparate impact.