Workplace discrimination can be disorienting and emotionally draining and knowing what to do in the immediate aftermath is not always obvious. For Pittsburgh workers who believe they have experienced discrimination on the job, thorough documentation is one of the most important steps they can take before filing a claim. The strength of a discrimination case often comes down to the quality and consistency of the evidence supporting it.
At Ramage Lykos, LLC, our employment discrimination attorneys help workers throughout the Pittsburgh area understand their rights and build the strongest possible foundation for their claims.
Start a Written Record as Soon as Possible
Memory fades, and details that seem vivid today can become harder to recall months later when a formal investigation or legal proceeding is underway. As soon as discrimination occurs, write down everything you remember about the incident. Include the date, time, and location, exactly what was said or done, who was present, and how the conduct affected your work or employment status. Keep this record somewhere secure and outside of any employer-provided device or platform.
Consistency matters. Each new incident should be documented the same way, creating a chronological record that demonstrates a pattern rather than an isolated occurrence.
Save All Relevant Communications
Emails, text messages, voicemails, performance reviews, and written warnings are all potentially valuable evidence. If you receive a communication that reflects discriminatory treatment or contradicts an employer’s stated justification for an adverse action, preserve it. Forward relevant emails to a personal account, take screenshots of text exchanges, and keep copies of any written documents related to your employment.
Be cautious about how you gather and store this information. Accessing documents you are not authorized to view, even in support of a legitimate claim, can create complications. An employment attorney can advise you on what is appropriate to retain and how to do so properly.
Report Internally and Document That Too
Many discrimination claims require that the employee report the conduct through internal channels before pursuing an external claim. Report the discrimination to human resources or a supervisor in writing rather than verbally, and keep a copy of everything you submit. Document any response you receive, including the date, the substance of what was communicated, and any action or inaction that followed.
If the employer fails to respond or retaliates against you for reporting, that conduct itself becomes part of the evidentiary record.
Identify Witnesses
If coworkers witnessed discriminatory conduct or have experienced similar treatment, their observations may be relevant to your claim. Note the names of anyone who was present during significant incidents. You do not necessarily need to approach them directly, but making a record of potential witnesses early in the process is valuable.
Understand the Filing Deadlines
Discrimination claims in Pennsylvania are subject to strict filing deadlines with agencies such as the Equal Employment Opportunity Commission and the Pennsylvania Human Relations Commission. Missing those deadlines can affect your ability to pursue a claim, regardless of how strong your evidence is.
Never Delay in Consulting Our Pittsburgh Employment Discrimination Lawyers
Ramage Lykos, LLC, represents Pittsburgh workers in workplace discrimination matters and is ready to help you evaluate your situation. Contact our office at 724-325-7700 or reach out online to schedule a consultation today.