Nebraska workplace discrimination law prohibits employers from discriminating against workers because of one or more factors. At the federal level, the Equal Employment Opportunity Commission (EEOC) enforces federal violations of a landmark anti-discrimination law.
Workers that face Nebraska employment discrimination have the right to file a formal complaint with a state government agency. The success of a workplace discrimination claim in Nebraska often hinges on the quality of the legal counsel representing the plaintiff who files the complaint.
Who Receives Legal Protections Against Workplace Discrimination in Nebraska?
Title VII of the Civil Rights Act of 1964 protects workers against discrimination because of one or more of the following factors:
- National Origin
- Gender identity
- Citizenship status
- Sexual orientation
Like most states, Nebraska has included more factors that cause discrimination in the workplace. For example, it is illegal in Nebraska to discriminate against a pregnant worker, as well as discriminate against an employee for marital status.
Which Employers in Nebraska are Covered by Discriminated at Work Laws?
Anti-discrimination law at the federal level covers employers that have at least 15 workers. Nebraska sets the minimum of workers for employers at 20, which is higher than the minimum number of workers established by most other states.
This means that if your employer has between 15 and 20 workers on staff, you should file an employment discrimination claim with the Equal Employment Opportunity Commission (EEOC).
What Nebraska Agency Enforces Employment Discrimination Laws?
As an administrative agency, the Nebraska Equal Opportunity Commission (NEOC) enforces the discrimination laws passed by the state legislature. The NEOC not only investigates discrimination in the workplace, but the state agency also looks into allegations of discrimination for housing and public accommodation issues.
How Do You File a Claim if You Were Discriminate Against at Work in Nebraska?
You have the right to file a discrimination claim against your employer with either the NEOC or the EEOC. If you file a workplace discrimination claim with the NEOC, you should file your paperwork with the nearest agency office.
- Nebraska State Office Building
- 301 Centennial Mall South, 5th Floor
- P.O. Box 94934
- Lincoln, NE 68509-4934
- Phone: (402) 471-2024/800-642-6112
- Downtown Education Center/ State Office Building
- 1313 Farnam Street, 3rd Floor
- Omaha, NE 68102-1836
- Phone: (402) 595-2028/800-382-7820
- Panhandle State Office Complex
- 505A Broadway, Suite 600
- Scottsbluff, NE 69363-1500
- Telephone: (308) 632-1340/800-830-8633
File a claim with the EEOC at the closest office located in Denver, Colorado
Denver District Office
- 303 E. 17th Avenue, Suite 510
- Denver, CO 80203
- Phone: 303-866-1300
Local governments in Nebraska, including those in Omaha and Lincoln, might have in place one or more anti-discrimination statutes for workers that live in the state.
How Long Do You Have to File a Workplace Discrimination Claim in Nebraska?
Time is of the essence for Nebraska workers that want to file an employment discrimination claim. The NEOC gives employees 300 days to file an employment discrimination claim, while the EEOC requires workers to submit complaints within 180 days after the last act of discrimination in the workplace.
If you fail to meet the deadline imposed at the state or federal level, you can expect your claim to be dismissed by a court clerk.
Should You Hire an Employment Discrimination Lawyer?
Discrimination in the workplace can cause considerable financial damage. From losing a job to paying for medical bills, employment discrimination takes a significant toll on most victims.
To recover the money lost because you were discriminated against at work, you should consider hiring an employment law attorney.
A lawyer can help you obtain witness accounts of the discrimination that you faced in the workplace. You can also receive guidance on how to submit the most convincing claim. Schedule a free case evaluation with an employment law lawyer.