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Military Service 2017-11-09T20:20:11+00:00

HAVE YOU BEEN DISCRIMINATED AGAINST DUE TO YOUR MILITARY BACKGROUND?

At Humble Law LLC, we are proud to represent the hard workers of Alabama and Tennessee. From corporate executives and professional employees to blue-collar employees, we represent the labor force with the dignity, respect, and honor that they deserve.

If you think you may have a claim against a former or current employer, or if you have been accused of military service discrimination against a former or current employee, Humble Law is the proven choice in legal representation in Alabama and Tennessee. Let us show you why we have been chosen by countless clients within our community and how we have successfully represented them in the past.

HAVE YOUR RIGHTS AS AN EMPLOYEE BEEN VIOLATED?

You probably spend the majority of your day in the workplace. At no point should you expect to feel unsafe, uncomfortable, threatened, or prejudiced against while at work. Unfortunately, instances such as these occur more often than you think.

In representing employers and employees, there are common complaints that are generally received across the board. We can handle any type of discrimination matter effectively, helping protect our clients’ rights from start to finish.

If you have been the victim of military service discrimination, or any form of harassment within the workplace, it is important to consult a legal professional immediately.

Frequently Asked Questions:

Military Service Discrimination

Yes. The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) is a federal law that outlaws workplace discrimination based on an employee’s military service. Employers may not fire, fail to hire, or deny any workplace benefit to workers based on their membership in or duties to a uniformed service — or based on their exercise of any right under USERRA, including the right to file USERRA discrimination complaints.

To prevail in military discrimination cases, an employee must prove by a preponderance of the evidence that the employee’s military service was a motivating factor in the employer’s decision to take an adverse employment action against the employee. If the employee meets this burden, he or she will prevail on a claim for discrimination unless the employer can prove that it would have taken the same adverse action in the absence of the employee’s military service.

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