Workplace Racial Discrimination Lawyers
You Deserve A Safe & Fair Workplace
If you are dealing with workplace racial discrimination, you may be questioning yourself every day. You might be wondering whether what you are experiencing is illegal, whether anyone will believe you, and what speaking up could cost you. No one should have to navigate that alone at their job.
At Holtz Matthews LLP, we focus our work on representing people facing serious workplace harassment and discrimination. Our attorneys understand how racial bias, hostility, and retaliation can damage a person’s career, income, and mental health. We listen closely, keep your information confidential, and walk you through your options in clear, practical terms.
We know it can be hard even to reach out. Our firm offers free, confidential consultations and handles cases on a contingency fee basis, which means we only collect legal fees if we recover compensation. You can contact us at any time to talk about what has been happening and to learn what protections may apply to you.
To discuss a potential workplace racial discrimination matter with our team, call (818) 791-0555.
Why Employees Turn To Our Firm
Many of our clients contact us after months or years of feeling dismissed, isolated, or pushed out at work. They often work for large companies, high-profile individuals, or institutions with lawyers on call. When that kind of power is on the other side, people look for a firm that will not treat their case as an afterthought.
We lead with empathy, discretion, and confidentiality in every matter. Racial discrimination and harassment are deeply personal. We create space for you to share what has happened at your pace, without judgment, and with an understanding that the details may be painful or complicated. Our goal is for you to feel heard and protected from the first conversation.
Our firm is also prepared to confront powerful opponents. Our work challenging organizations such as Wynn Resorts reflects our willingness to pursue accountability even when the other side has substantial resources and public stature. We understand how racial bias can intersect with sexual harassment, assault, and other abusive behavior, especially in entertainment and gaming adjacent settings where reputations and careers feel fragile.
Don't hesitate to get decades of legal experience on your side. We have secured millions of dollars on behalf of our clients.
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$65M RESULT
Client was the primary witness for the Wall Street Journal expose, entitled, "Dozens of People Recount Pattern of Sexual Misconduct by Las Vegas Mogul Steve Wynn", resulting in $55 million in fines levied against the company, a $10 million fine against Steve Wynn, and his removal from the gaming industry. The Nevada Gaming Control Board also changed its rules governing gaming licensees.
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$6.8M Result
Client was harassed and manipulated by high-level casino executives and forced to facilitate trafficking of women. The matter was resolved for a high seven-figure sum.
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$2.5M Result
Client was groped and propositioned by a top-level executive of a large multi-national company. The matter was resolved for a multi seven-figure sum.
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$2.4M Result
Client who worked for highly successful celebrity was discriminated against and harassed by company. The matter was resolved for multi seven-figure sum.
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$2.1M Result
Client, a female executive for a major studio and production company, was harassed and sexually assaulted by her male superiors. The matter was resolved for a multi seven-figure sum.
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$1.3M Result
Client, a high-level female executive for a very successful privately owned apparel company, was terminated after reporting sexual impropriety by the owner. The matter was resolved for a seven-figure sum.
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$1.2M Result
Client was sexually assaulted by several men when she was a minor and then trafficked to others. The matter was resolved for a seven-figure sum.
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$65M RESULT
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$6.8M Result
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$2.5M Result
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$2.4M Result
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$2.1M Result
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$1.3M Result
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$1.2M Result
At Holtz Matthews LLP, your satisfaction is our priority! See for yourself what our clients have to say about working with us.
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"Michael is an outstanding attorney."
I have the highest regard for his capabilities.
Former Client -
"Jordan is a skilled and enthusiastic lawyer that I have had the pleasure of working closely with."I recommend Jordan to anyone who is seeking legal advice in Entertainment.Fellow Attorney in Community
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"Jordan is Extremely Helpful."We must have spoken to 7 different lawyers and Jordan had the best information and most concise plan of action. You can tell he is very knowledgeable in his field.Former Client
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"Hard working, extremely diligent litigator"
Highest ethical and moral standards and someone who actually cares about his clients. In my experience, these are attributes often lacking from Los Angeles litigators.
Former Client -
"Michael is a true gem!"In the very first five minutes of our conversation about my case, it was evident that Michael is different. We hadn't even started, and Michael was on the case, so well prepared, and so familiar with every aspect of the situation. Michael's informed perspective and knowledge of the industry is clear in every assessment he makes, and his wealth of experience saved me from many potential disasters. I am truly grateful to Michael for his generosity, and for him patiently and clearly explaining the important strategic details that ensured the success of my case.Former Client
What is Racial Discrimination?
Racial discrimination occurs when an employer treats an employee or job applicant unfavorably because of their race, skin color, ethnicity, or related characteristics (such as hair texture or facial features). It can also involve discrimination based on perceived race or association with individuals of a certain race.
Racial discrimination can take many forms, including direct actions like termination or demotion, as well as more subtle practices such as unequal pay, lack of promotion opportunities, or exclusion from workplace activities. It may also overlap with harassment when offensive remarks, slurs, or hostile behavior create an intimidating work environment.
Importantly, racial discrimination does not need to be blatant to be unlawful. Even patterns of unequal treatment or policies that disproportionately impact certain racial groups may give rise to a valid claim.
Racial discrimination can occur at any stage of employment, from hiring to termination. Some of the most common examples include:
- Hiring Discrimination: Refusing to hire qualified candidates based on race or ethnicity
- Unequal Pay: Paying employees of different races differently for the same work
- Promotion Denial: Overlooking qualified employees for promotions due to racial bias
- Wrongful Termination: Firing an employee because of their race or as retaliation for reporting discrimination
- Harassment: Racial slurs, offensive jokes, or derogatory comments in the workplace
- Segregation: Assigning employees to certain roles or locations based on race
- Retaliation: Punishing employees who report or oppose racial discrimination
Even if an employer claims a legitimate reason for their actions, evidence of discriminatory intent or patterns may reveal unlawful conduct.
Federal Racial Discrimination Protections
Our legal team leverages several key federal and state laws to build your case. The primary federal protections include:
Title VII of the Civil Rights Act of 1964
This is the cornerstone of anti-discrimination law. It prohibits employers with 15 or more employees from discriminating on the basis of race, color, religion, sex, or national origin. It covers every aspect of employment, from recruitment and hiring to compensation and termination.
Section 1981 (42 U.S.C. § 1981)
Originally part of the Civil Rights Act of 1866, Section 1981 prohibits race discrimination in the making and enforcing of contracts. This is a powerful tool for a racial discrimination lawyer because, unlike Title VII, Section 1981:
- Does not have a 15-employee minimum (it applies to almost all employers).
- Allows for a longer statute of limitations.
- Does not have a "cap" on the amount of punitive damages a jury can award.
The Equal Pay Act
While often associated with gender, this act—combined with Title VII—is used to fight race-based wage disparities. It ensures that employees receive equal pay for equal work, regardless of their racial background.
How to File a Workplace Racial Discrimination Claim
Taking action against an employer can be daunting, but you do not have to do it alone. Following a structured process is essential for a successful legal outcome:
- Document Everything: Keep a detailed log of every discriminatory incident. Include dates, times, locations, names of witnesses, and exactly what was said or done. Save emails, texts, and performance reviews.
- Report Internally: Consult your employee handbook. You should generally report the conduct to Human Resources or follow the company's internal grievance procedure. This puts the employer "on notice" and creates a paper trail.
- Consult a Racial Discrimination Lawyer: Before signing any severance packages or settlement agreements, speak with Holtz Matthews LLP. We can evaluate the strength of your case and ensure you don't waive your right to sue for a fraction of what your case is worth.
- File an EEOC Charge: In most Title VII cases, you must file a formal charge of discrimination with the Equal Employment Opportunity Commission (EEOC) before you can file a federal lawsuit. There are strict deadlines for this filing—often 180 or 300 days from the incident.
- Litigation: If the EEOC issues a "Right to Sue" letter, your attorney can initiate a lawsuit in civil court to seek damages for lost wages, emotional distress, and attorney fees.
Compensation Available to Victims
If your claim is successful, you may be entitled to compensation for the harm you’ve suffered. This can include:
- Back Pay: Lost wages and benefits
- Front Pay: Future lost earnings if reinstatement is not possible
- Emotional Distress Damages: Compensation for mental anguish and suffering
- Punitive Damages: In cases of severe misconduct, to punish the employer
- Attorney’s Fees and Costs: Recovery of legal expenses
Every case is unique, and the amount of compensation will depend on the specific facts and severity of the discrimination.
You Are note alone
How We Can Support You
Frequently Asked Questions
How do I know if I have a racial discrimination claim?
If you’ve experienced unfavorable treatment at work and believe it was due to your race, you may have a valid claim. A lawyer can evaluate your situation and help determine your legal options.
Can I file a claim if the discrimination was subtle?
Yes. Discrimination does not have to be overt to be illegal. Patterns of unequal treatment or biased practices can still violate the law.
Can I be fired for reporting racial discrimination?
No. It is illegal for an employer to retaliate against you for filing a complaint, participating in a discrimination investigation, or opposing discriminatory practices. Retaliation is a separate legal claim that can be filed even if the original discrimination claim is not proven.
Does discrimination have to be "on purpose" to be illegal?
Not necessarily. As mentioned with "disparate impact," a company policy that isn't intended to be racist but ends up excluding people of color (like an unnecessary standardized test) can still be grounds for a legal claim.
What if the discrimination is coming from a coworker, not a boss?
Employers are responsible for coworker harassment if they knew—or should have known—about it and failed to take immediate and appropriate corrective action.
How long do I have to file a claim?
Deadlines vary, but you generally must file a charge with the EEOC within 180 to 300 days of the discriminatory act. It’s best to act quickly to protect your rights.
Do I need a lawyer to file a claim?
While not required, having an experienced racial discrimination lawyer can significantly improve your chances of success and ensure your rights are fully protected.
