Race Discrimination Lawyers

Title VII of the Civil Rights Act of 1964, as well as state and local laws, prohibit racial discrimination in all New York City workplaces. Race discrimination comes in all forms, whether it is denying someone a promotion or making racial comments. This pernicious type of discrimination does not need to be tolerated in the workplace. In addition, if an employer refuses to hire or even interview an applicant as a result of his or her race, that applicant can bring a race discrimination lawsuit. Our firm is particularly sensitive to issues of race and will handle your case in the fervent and aggressive manner it deserves.

Religious & National Origin Discrimination Attorneys

Federal, State, and local laws prohibit any religious-based and national origin discrimination. In addition to being prohibited from discriminating against an individual as a result of his or her religion, employers are also required to provide reasonable accommodations for any religious practices. Under the law, religious beliefs and practices are very broadly defined and employers are required to make sure an employee’s sincere beliefs can be observed so long as it does not cause undue hardship for the employer’s business. For instance, if an employee has to leave early on certain days for religious observance, in general, an employer has to permit that employee to leave early and an employer may not retaliate against that employee for requesting or taking this accommodation. Further, national identity is often tied to religious customs and traditions that also must be respected in the workplace at all times. Our firm understands the fine points necessary to bring a successful religious and national origin discrimination claim.

Sexual Orientation Or Gender Discrimination Attorneys

Similar to racial or religious discrimination, an employer may not discriminate against an employee on the basis of gender or sexual orientation. Employers can be held accountable for unequal treatment of their employees based on their gender, orientation, or an employee perceived gender or orientation. Employers can also be held liable for creating a hostile work environment or permitting employees to perpetuate negative stereotypes based on a person’s gender or orientation. While federal law does not explicitly prohibit sexual orientation discrimination, New York State and City laws afford special protections for such discrimination. We will aggressively fight to have you compensated if you are the target of such discrimination.