Clear Guidance & Preemptive Discrimination Claim Defense
Discrimination laws protect individuals from unfair treatment in employment, education, housing, public accommodations, and financial transactions. In Ohio, businesses and institutions must comply with the Ohio Civil Rights Act, Title VII, the ADA, the Fair Housing Act, and other federal and state laws prohibiting discrimination based on race, gender, age, disability, religion, sexual orientation, and other protected categories.
At Gregory J. Vincent Law, we provide preventative strategies to help businesses, organizations, and institutions throughout Ohio establish anti-discrimination policies, conduct internal audits, and ensure compliance with Ohio Civil Rights Commission (OCRC), EEOC, and federal regulations. If discrimination allegations arise, we deliver aggressive litigation defense, strategic advocacy, response management, and comprehensive civil rights representation to safeguard your legal interests and reputation.
Dr. Gregory J. Vincent – An Authority in Ohio Discrimination Law
With decades of experience in discrimination-related litigation, regulatory compliance, and institutional policy development, Dr. Gregory J. Vincent has played a pivotal role in shaping anti-discrimination law and advocacy.
A former university president, tenured law professor, and Ohio Assistant Attorney General, Dr. Vincent has litigated precedent-setting cases before the Ohio Supreme Court, argued at the appellate level, led multimillion-dollar compliance and legal operations, and advised institutions shaping national policy.
- Former Ohio Assistant Attorney General
- Former University President (Talladega College, Hobart and William Smith Colleges)
- Vice President & Professor of Law, University of Texas at Austin
- Executive Director, Education and Civil Rights Initiative, University of Kentucky
- 2016 Educator of the Year – University of Pennsylvania
- HBCU Pre-Law Hall of Fame (2023)
- 2022 Inclusive Excellence Award – The Ohio State University Moritz College of Law
Recognized for his skill, experience, and sensible approach to discrimination law, Dr. Vincent is committed to ensuring legal clarity and advancing the values of great organizations.
Ohio Discrimination Counsel & Compliance Services
As a discrimination attorney, Dr. Vincent provides straightforward, actionable legal strategies to prevent, address, and defend against discrimination allegations while ensuring compliance with federal, state, and local regulations.
Workplace Discrimination
We help businesses establish legally sound anti-discrimination policies, conduct internal audits, and defend against wrongful termination, hiring bias, and workplace discrimination claims.
Discrimination In Education
We advise schools and universities in Ohio on gender, racial, and disability discrimination policies, ensuring compliance with state regulations while defending against institutional discrimination claims.
Housing Discrimination
We provide legal protection and policy compliance guidance for property managers, landlords, and businesses facing Fair Housing Act and public accommodation discrimination claims.
Religious/Faith-Based Discrimination
We assist organizations in balancing anti-discrimination mandates with constitutional religious protections.
Racial Discrimination
We help businesses, schools, and organizations prevent and address race-based discrimination in employment, education, housing, and public services. Our firm develops anti-discrimination policies, conducts compliance audits, and defends claims under Title VII, Title VI, and Ohio civil rights laws.
Credit Discrimination
We assist financial institutions, lenders, and businesses in developing fair lending policies to prevent credit discrimination based on race, gender, age, or disability. Our firm also ensures ECOA and Fair Housing Act compliance, reducing regulatory violations and litigation risks.
Gender Discrimination
We help employers and institutions prevent gender-based discrimination in hiring, promotions, wages, and workplace policies. Our firm provides legal guidance and defense under Title IX, the Equal Pay Act, and Title VII.
Age Discrimination
We assist businesses and institutions in developing age-inclusive policies and defending against age discrimination claims. Our firm ensures compliance with the ADEA and Ohio state laws, reducing legal risks in employment, housing, and financial services.
OCRC & EEOC Advocacy
We provide strategic legal representation and regulatory solutions when facing an Ohio Civil Rights Commission or EEOC investigation.
Compliance Is Your Strongest Discrimination Defense
Addressing potential discrimination proactively is essential for fostering a fair, productive, and legally sound environment. Failure to act can lead to employee dissatisfaction, reputational damage, and costly legal consequences. As an employer, business leader, or institution of learning, implementing strong anti-discrimination policies and compliance measures fulfills your legal obligations and helps you attract, retain, and support top talent while mitigating risk.
Get in TouchFrequently Asked Discrimination Compliance Questions
What Laws Prohibit Discrimination
- Title VII of the Civil Rights Act (1964) – Prohibits discrimination based on race, color, religion, sex, or national origin in employment decisions, including hiring, promotions, and terminations.
- Americans with Disabilities Act (ADA) (1990) – Protects individuals with disabilities from discrimination in employment, public accommodations, transportation, and government services.
- Age Discrimination in Employment Act (ADEA) (1967) – Prohibits discrimination against employees 40 years or older in hiring, wages, benefits, and promotions.
- Equal Pay Act (EPA) (1963) – Requires that men and women receive equal pay for equal work in the same workplace.
- Fair Housing Act (FHA) (1968) – Bans housing discrimination based on race, color, national origin, religion, sex, disability, or familial status in renting, selling, or financing homes.
- Equal Credit Opportunity Act (ECOA) (1974) – Prevents lenders from discriminating based on race, color, religion, national origin, sex, marital status, age, or public assistance status in credit decisions.
- Title IX of the Education Amendments (1972) – Prohibits sex-based discrimination in educational programs and activities receiving federal financial assistance.
- Ohio Revised Code (ORC) Chapter 4112 – Extends state-level protections against employment, housing, credit, and public accommodation discrimination for Ohio residents
How Should My Organization Handle Discrimination Complaints?
Organizations should immediately investigate, document findings, and seek legal counsel when facing a formal discrimination complaint. Companies must respond promptly to EEOC or OCRC investigations, ensure fairness in proceedings, and implement corrective measures when necessary.
Are Ohio Small Businesses Exempt from Discrimination Laws?
Most federal anti-discrimination laws apply to businesses with 15 or more employees, but under Ohio law, businesses with four or more employees are subject to state anti-discrimination laws. It’s crucial to understand state-specific regulations and proactively implement compliance measures.
How Can I Prevent Discrimination & Ensure Compliance?
Preventing discrimination claims starts with clear policies, regular training, and a transparent reporting process. Employers should conduct internal audits, ensure equal treatment in hiring and promotions, and implement strong anti-discrimination protocols to mitigate legal risks.