Employment law
Discrimination
Tell us what happened and where. Nothing here is legal advice, and nothing on this page predicts what any case is worth.
What matters most in a discrimination claim?
What happened, what was written down at the time, and whether anyone was told. Dates matter. So do emails, messages, handbooks, pay records and the names of people who saw it. Whether you reported it, who to, and what happened next often weighs as heavily as the conduct itself. Employment claims can also be time-sensitive, and the limits are not the same everywhere, which is a reason to have the dates looked at early rather than later.
One reported example: $200,000 — Port of Oakland mechanic’s disability-accommodation claim; agreement includes back pay and compensatory damages
Capture the scene and your recovery
Keep the decisions themselves — the emails, reviews, pay changes, rota patterns — and note who else was treated differently and how. Save anything from a work account somewhere you control. Record what you raised internally, when, and what response you got.
Record what you know without guessing at fault. If you are unsure about something, write down that you are unsure — that is more useful later than a confident guess, and nobody expects you to have a complete account.
What tends to decide cases like this
Comparison is usually how these claims are shown: how people in similar positions were treated. Note who they were, what they received and how you know. Agencies that handle discrimination complaints have strict deadlines, often much shorter than people expect, and they run from the decision rather than from when you found out about it.
What can affect a claim like this
The evidence, the law that applies where it happened, the deadlines that apply to that kind of claim, and the circumstances all matter. Someone else’s result does not determine yours, and no figure on this site is a prediction for any case.
An attorney looks at how serious the injury is and how clearly it is documented, what care has been needed, whether the effects are expected to last, what income has been lost, who was responsible and what evidence shows it. Where responsibility is shared, how that is treated differs from state to state.
How to start
Choose discrimination in the form, add the state and city where it happened, and tell us how to reach you. It takes about a minute, nothing is sent until you press send, and you can stop at any point. Find A Tough Lawyer is a legal media and lead-generation service, not a law firm, and nothing here is legal advice.
Check your case factors — five questions, nothing sent
Can these settlements predict my result?
No. Any figure below is one case, reported by the source named beneath it. They are other people’s cases — not our results, not typical, and not a prediction for anyone else. What a particular claim is worth depends on the evidence, responsibility, treatment, losses, future needs, insurance and the law of that state.
Published settlement context
Court-approved 2022 employment settlement fund for eligible claimants alleging…
$18 millionCourt-approved 2022 employment settlement fund for eligible claimants alleging harassment, pregnancy discrimination and retaliation.
Group settlement fund · 2022. Group settlement fund, not one person’s recovery or a record claim.
Reported 2022
Source: U.S. Equal Employment Opportunity Commission (opens in a new tab)EEOC v. City of North Richland Hills — Robert Coffman
$75,000Age-harassment and constructive-discharge allegations involving an HVAC technician.
Settlement documented by official source · December 15, 2009. 4:08-cv-558-Y Whole-case settlement, not a national average or prediction. Fees and net proceeds are not verified.
Reported 2009-12-15 · Case no. 4:08-cv-558-Y
Source: U.S. EEOC — consent-decree announcement (opens in a new tab)Worker’s disability charge against Everport Terminal Services
$200,000Port of Oakland mechanic’s disability-accommodation claim; agreement includes back pay and compensatory damages.
Settlement documented by official source · July 2, 2025. Employee name not disclosed. Amount resolves discrimination allegations, not compensation for causing the underlying disability.
Reported 2025-07-02
Source: U.S. EEOC — conciliation announcement (opens in a new tab)Free case evaluation
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