New Regulations Prevent Discrimination Based on Hairstyle in New York City

According to an article published in The New York Times, New York City has announced its intention to take another step forward in protecting individuals from discrimination within city limits.  The New York City Commission on Human Rights released new guidelines on February 18, 2019, that will prohibit discrimination against people because of their hairstyle or hair. While the law applies to any person in New York City, the new regulation includes language specifically mentioning “hairstyles such as locks, cornrows, twists, braids, Bantu knots, fades, Afros, and/or the right to keep hair in an uncut or untrimmed state.”
Legal Recourse for Employees
The new regulations will protect workers who previously have been harassed, demoted or had their employment terminated because of their choice of hairstyle.  Employers will no longer have the right to dictate how individual staff members wear their hair.  Rules that apply to all employees equally, however, will still be enforceable. This includes rules about hair nets for food service workers and safety requirements about keeping hair secured in a ponytail or headband.
The Right Legal Help for Employees
Working with an experienced and knowledgeable New York City employment lawyer can help you enjoy the benefits of professional legal counsel and protect your rights in the workplace.
At Risman & Risman, our focus is on providing our clients with clear and practical guidance on all their employment issues.  We have more than 20 years of combined legal experience and can negotiate the right solution for your employment and financial needs. Call us today at 212-233-6400 to schedule a free initial consultation. Our team will be happy to go to work for you.
Best Regards,

Real Help for Victims of Sexual Harassment

A story reported by the New York Times in January 2019 involving allegations of sexual abuse and assault is tragic and alarming on its face and should act as a reminder that similarly situated individuals should act to combat these illicit actions as soon as they can.

The victim-accuser, Jennifer Glover, is left without a job and seeking compensation for her injuries from her former employer. She reported that she was sexually harassed, physically assaulted and injured on the job by attacks from other employees during the performance of her duties as a guard at the Nevada National Security Site. After she reported the assault and complained to the Equal Employment Opportunity Commission (EEOC), Glover was removed from her position.

A Frightening Situation

During a training drill that took place in November 2017, smoke deployed, and combatants simulated shootings and being taken into custody. Glover was told to lie down during this exercise because she was “dead” and was then handcuffed by two male security protection officers also engaged in the exercise. She was groped, hit by a rifle, and a nipple ring was forcibly removed from her body, causing an injury. When Glover reported the incident to her manager, she felt she was dismissed and was allegedly told, “This can happen in a man’s world.” The investigation identified no suspects, and no disciplinary action was apparently ever taken against the men who assaulted Jennifer Glover.

A Hostile Workplace Environment

Glover’s experience is not unique. Women in largely male-dominated workplaces often are subjected to harassment and abuse. Even when these actions are reported, women may face retaliation from employers and from the individuals responsible for mistreating, harassing and assaulting co-workers in the working environment. Working with a qualified attorney is often the best way to pursue these charges and achieve a fair resolution of sexual harassment claims against employers and staff members at work.

Taking on Sexual Harassment

Allegations of sexual harassment are often overlooked or dismissed by employers. As an employee, however, you have the right to work in an environment free of rude comments concerning gender, unwanted physical contact, and offensive communications and materials. By standing up for your rights with the help of an employment law attorney, you can ensure that your job is protected and that your employer does not succeed in retaliating against you for complaints and claims made with EEOC or other agencies.

The Right Solutions for Employees

For individuals working in the state of New York, enlisting the services of a qualified attorney who concentrates in employment law can provide the proven solutions and practical help needed to resolve sexual harassment and other issues that can occur in the workplace. Legal assistance will allow you to enjoy greater peace of mind and, in some cases, provide for an opportunity to receive fair compensation for illegal actions taken by your employer against you.

At Risman & Risman, we offer compassionate and caring legal representation for individuals who may have suffered severe issues in the workplace. As established New York employment law attorneys, we work with you to determine the right approach to restoring your reputation and ensuring the best possible outcome for your sexual harassment case. Our team will provide you with the assistance and support you need to achieve your goals and to hold your employer and other individuals accountable for their failure to act on your behalf. Give our office a call today at 212-233-6400 to schedule a free consultation with our attorneys. At Risman & Risman, we work for you.


Risman & Risman, P.C. In The News: Law360 Article On New York’s New Stance on Paid Sick Leave

Jeffrey Risman, a partner of Risman & Risman, P.C., was quoted in a Law360 article on April 4, 2016, titled “NY Family Leave Policy Could Gain Momentum In Other States,” by Vin Gurrieri.

As reported in the article (subscription required), New York Gov. Andrew Cuomo signed into law Monday the nation’s most comprehensive family leave program, which allows workers to take 12 weeks to care for newborn children or seriously ill family members.

The policy was first announced by Cuomo last week as part of the 2016-17 New York state budget, making New York the fifth state along with the District of Columbia to enact laws that provide paid family leave for employees.

The article reports that this new policy can be one of the state’s broadest measures yet. “New York’s new paid leave policy is transformative in expanding benefits to workers who are most in need by not forcing them to make the choice between their health, the care of a loved one and their livelihood,” said plaintiffs attorney Jeffrey Risman of New York-based Risman & Risman PC. “New York’s policy is certainly the most progressive and extensive of its kind in the country, and I hope that other states follow suit.”

Risman, meanwhile, believes that any reservations by employers to the New York policy and similar versions may not lie in any potential financial burden, but rather in the fear that they are going to be scrambling to replace individuals on leave.

But ultimately, Risman said he believes the policy “will enable employers to be able to obtain and retain better candidates.”

Risman & Risman, P.C. wants to make sure that you are fully protected as an employee under the various body of laws in New York State and New York City.  If you believe you or your family member was and/or has been discriminated or retaliated against in the workplace, please contact the employment attorneys of Risman & Risman, P.C. at (212) 233-6400 or contact us online.


Jeffrey Risman of Risman & Risman, P.C. Selected to 2015 American Society of Legal Advocates Top 40 Under 40 Labor/Employment Lawyers in the State of New York

Risman & Risman, P.C. is proud to announce that Jeffrey Risman has been selected to the 2015 American Society of Legal Advocates Top 40 Under 40 Labor/Employment Lawyers in the State of New York.

About the ASLA Selection Process

Overview

ASLA’s exclusive membership comprises less than 1.5% of all licensed lawyers nationwide. ASLA is both highly selective in extending invitations and in determining which specialties to include for a given state. Because many specialties typically include listings for Top 100 Lawyers and Top 40 Lawyers Under 40, in order to remain selective we ensure that each specialty in a state has a sufficient number of practicing lawyers to merit inclusion. Those states with relatively low populations of practicing lawyers often will support only one or two specialties. ASLA monitors practice trends from year to year prior to extending invitations in each state.

Process

ASLA’s entire selection process is conducted manually by lawyers. Prospective members initially are evaluated based on publicly-available information, although member nominations also are accepted from current members, other lawyers, and past clients. Self-nominations and nominations from public relations firms or advertising agencies are not accepted.

The selection process consists of a rigorous, manual, multi-stage review:

ASLA’s lawyers comprehensively review available information for each candidate, including a review of firm websites, client assessments, and publicly-available filings, which may include: verdicts, settlement information, and information regarding transactions. Each candidate is assessed based on such criteria as educational accomplishments, involvement and leadership in bar associations and professional organizations, activities within their community, and demonstrated legal achievement. In the case of younger lawyers, ASLA also evaluates indications of developing success, both in a candidate’s day-to-day practice and in serving the profession.

Each area of assessment is considered, and each candidate is assessed on his or her own merits. Just as the student body of an elite university is comprised of individuals with many different backgrounds and strengths, ASLA likewise strives to invite a range of members who have stellar legal credentials as a baseline, but also a range of interests and activities.

After the initial list of nominees is prepared, at least one separate lawyer reviews all compiled data and confirms nominations. To ensure the integrity of the process, no lawyer who participated in the first phase of selection is permitted to conduct the second phase.

In the final stage, the list of finalists is again reviewed and candidates either are confirmed for invitation or placed on a holding list for reconsideration the following year.

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Jeffrey Risman of Risman & Risman, P.C. has been selected to the 2014 Super Lawyers New York Rising Stars List

Jeffrey Risman has been selected to the 2014 New York Rising Stars list. Each year, no more than 2.5 percent of the lawyers in the state are selected by the research team at Super Lawyers to receive this honor.

Super Lawyers, a Thomson Reuters business, is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high degree of peer recognition and professional achievement. The annual selections are made using a patented multiphase process that includes a statewide survey of lawyers, an independent research evaluation of candidates and peer reviews by practice area. The result is a credible, comprehensive and diverse listing of exceptional attorneys.

The Super Lawyers lists are published nationwide in Super Lawyers Magazines and in leading city and regional magazines and newspapers across the country. Super Lawyers Magazines also feature editorial profiles of attorneys who embody excellence in the practice of law. For more information about Super Lawyers, visit SuperLawyers.com.


The National Trial Lawyers


Jeffrey Risman of Risman & Risman, P. C. is recognized as a Top 40 under 40 Attorney by the National Trial Lawyers

Jeffrey Risman has been recognized as a Top 40 Under 40 attorney for the State of New York by the National Trial Lawyers. Membership into The National Trial Lawyers Top 40 Under 40 is by invitation only, and is extended exclusively to those individuals who meet stringent qualifications and specialize in the legal practice of civil plaintiff or criminal defense.

An individual must exemplify superior qualifications, trial results, and leadership as a young lawyer to gain membership into The National Trial Lawyers: Top 40 under 40 selection involves a multi-phase process including peer nominations and third-party research. This results in a credible, comprehensive and impressive record of young attorneys chosen to represent their state.

Every attorney from the distinguished Top 40 under 40 strives to build law practices which encompass the knowledge, skill, experience and success of the best lawyers in America. The National Trial Lawyers’ mission includes promoting unique and professional networking opportunities for young lawyers, in conjunction with developing innovative ideas to further justice for those injured by the carelessness of others, to instruct the public about the significance of access to Courts that are free of undue influence and bias, and to shield the uniquely American right of trial by jury.

We here at Risman & Risman, P.C. are proud of our track record and appreciate the recognition bestowed by the National Trial Lawyers.

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Jeffrey Risman of Risman & Risman, P.C. Receives 2014 Clients’ Choice Award

When you choose to use a service or a product, it’s nice to know that you are getting the best. When it comes to legal representation for employment actions, the quality of the service you receive is even more crucial—it can mean the difference of a case won or lost, the difference between a future of financial stability or of financial hardship. When retaining New York Employment Attorney Jeffrey Risman of Risman & Risman, P.C., you can rest assured you are working with a legal professional who only provides the highest caliber of legal representation—clients have attested to it. This attorney recently received the Clients’ Choice Award for 2014 from Avvo due to the high level of top-ranking client reviews he received on his Avvo profile.

Avvo, a lawyer-rating website that is well known in the industry, provides its Clients’ Choice Award to attorneys who have received five or more client reviews with either 4-star or 5-star ratings. Not only has Mr. Risman met that requirement, but he has far exceeded it. His client reviews show that every single category of every single one of his client reviews has attained a 5-star “Excellent” rating (the highest client review rating available).

That means that those who have reviewed Mr. Risman on his profile believed he did the best job possible in multiple areas, which are titled “Trustworthy,” “Responsive,” “Knowledgeable,” and “Kept me informed.” There is also a place where clients can score the attorney’s overall rating.

Mr. Risman and his firm handle a broad spectrum of employment cases. By contacting the firm, you can work with a strong legal professional whose skills have been acknowledged by former clients, but also from his peers from inside and outside of the industry. Contact us today to set up a free initial consultation.


Jeffrey Risman of Risman & Risman, P.C. Receives 2013 Clients’ Choice Award

When you choose to use a service or a product, it’s nice to know that you are getting the best. When it comes to legal representation for employment actions, the quality of the service you receive is even more crucial—it can mean the difference of a case won or lost, the difference between a future of financial stability or of financial hardship. When retaining New York Employment Attorney Jeffrey Risman of Risman & Risman, P.C., you can rest assured you are working with a legal professional who only provides the highest caliber of legal representation—clients have attested to it. This attorney recently received the Clients’ Choice Award for 2013 from Avvo due to the high level of top-ranking client reviews he received on his Avvo profile.

Avvo, a lawyer-rating website that is well known in the industry, provides its Clients’ Choice Award to attorneys who have received five or more client reviews with either 4-star or 5-star ratings. Not only has Mr. Risman met that requirement, but he has far exceeded it. His client reviews show that every single category of every single one of his client reviews has attained a 5-star “Excellent” rating (the highest client review rating available).

That means that those who have reviewed Mr. Risman on his profile believed he did the best job possible in multiple areas, which are titled “Trustworthy,” “Responsive,” “Knowledgeable,” and “Kept me informed.” There is also a place where clients can score the attorney’s overall rating.

Mr. Risman and his firm handle a broad spectrum of employment cases. By contacting the firm, you can work with a strong legal professional whose skills have been acknowledged by former clients, but also from his peers from inside and outside of the industry. Contact us today to set up a free initial consultation.

 

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Working at Home May Not Be By Choice

By Maya Risman

To have the choice to work from home can be a total blessing.  Making your own hours.  Not having to converse with annoying co-workers. Working at your own pace and on your own time.

But what if working from home was not a choice?

What if circumstances dictated the necessity to abruptly leave your office desk and quickly shift responsibilities to the taking care of a sick or disabled child, a parent or even a husband for an indefinite period of time?

Many questions begin rushing through your head.  First and foremost, questions regarding your loved one’s health and well-being.  And not far behind, you have questions regarding your job security.  Is your employer required to leave your job open? Is your employer required to pay you while you are out of work?

In these difficult times, it is best to stay composed and educate yourself on the employment rights afforded to you under the law.

What are my rights?

The Family and Medical Leave Act (FMLA) is a federal law that provides an employee to take up to 12 weeks of unpaid leave due to illness or to care for a sick family member.

Some of the protections afforded by the FMLA are listed below:

  • Covered employers must grant an eligible employee up to a total of 12 weeks’ worth of unpaid leave during any 12-month period to care for yourself or an immediate family member (spouse, child or parent) with a serious health condition. The Act also covers child birth.
  • At the end of the leave, when the employee returns to work, the employee must be restored to the same position. If that same position is unavailable, the employer must provide the worker with a position that is substantially equal in pay, benefits and responsibility.
  • The employee’s benefits are protected in that they are to continue even while the employee is on leave. And upon returning to work, an employee is entitled to reinstatement to all benefits that the employee was receiving before going on leave.
  • Protection of the employee to not have their rights under the Act denied or interfered with by an employer is granted by the FMLA.
  • An employee is protected from retaliation by an employer for exercising her rights granted under the FMLA.

As discussed, there are federal laws that provide some semblance of security in these difficult situations, outside of accommodations your employer may or may not already provide privately.  It is best to first approach your human resources department to request such accommodation.  Nevertheless, it is equally important to contact a local employment attorney for consultation and to learn of any other state or local laws that may afford additional job protection for medical leave.

Maya Risman is an employment and labor law attorney in New York City.