Employment Lawyers Swamped With EEOC Determinations Related to Workplace Discrimination Including Wrongful Termination, Hostile Work Environments & Sexual Harassment

NEW PORT RICHEY, FL, May 09, 2013 (Press-News.org) Employers need to take notice that the EEOC recovered over $400 million in monetary benefits and law suits in 2012 marking it a record year in recovery results.

Retaliation against an employee in the workplace leads all other filed complaints as the fastest growing labor issues being brought to the surface. The state of Minnesota leads the country in religious workplace complaints with over 10% of all their labor issues being associated with someone's religion, almost double the national average.

Florida & California lead the country in age discrimination charges with over 16% collectively while Texas employees have complained most about discrimination against people with disabilities.

Many people believe that the state of our economy most likely defines how many labor related charges are reviewed by the EEOC. One can't argue that the economy has been suspect lately and as more employers look to save money they tend to fire their employees more frequently. Unfortunately many employers are not educated properly on the art of "letting someone go", instead they just get rid of whom ever they want to without any consideration for the law.

Texas & Florida top the list with the most reported sexual harassment cases in the country. Population and a backwards outlook on what is and what is not appropriate behavior in the workplace support these statistics.

An employment lawyer located in Pittsburgh described the current increase in EEOC determinations as a natural result of an economy that has more people out of work and not so much as the EEOC doing anything so drastically different than before; simply put..., "if you have more people getting laid off or fired because business just doesn't support their employment, you will naturally have more law suits based on sheer volume, period".

The increase of recognized determinations in discrimination and harassment in the workplace by The EEOC should motivate businesses to learn more about their employees rights prior to terminating someone. Many times the termination is just, but how an employer fires their employee may violate not only federal laws but their own personal policies.

For instance if you are an employer and have an internal policy regarding termination for bad job performance through warnings and reviews etc..., and don't follow them you pretty much have exposed your business to a law suit.

For more information regarding this topic please visit our site: www.paemploymentlawyer.com.