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As we all know, discrimination can occur in many different forms - yet when we think of sexual harassment, we would not ordinarily categorize it as discrimination, but it is most certainly. Sexual harassment falls under the classification of sex and/or gender discrimination and in continuing our discussion of how the Restoration Act has expanded the bounds of the New York City

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Since the New York City legislature amended the New York City Human Rights Law in 2005 with the passing of the Restoration Act, New York Courts have liberally applied the Act, following through with the legislature’s intention of providing aggrieved and discriminated employees more access to remedies that had been taken away from them with sweeping Supreme Court decisions. In two parts,

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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.

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June 11, 2013 is the date that New York City’s new law prohibiting discrimination in the hiring process of persons based on employment status finally goes into effect, specifically focusing on the “unemployed.” The legislative intent behind this amendment of the New York City Human Rights Law (“NYCHRL") is steeped in the reality that the unemployed are having an extremely difficult time

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Targeted discriminatory harassment occurs every day in New York City, regardless of the type and size of workplace.  It can happen at a mammoth Fortune 500 company on Wall Street or even a small business specializing in graphic design in a shared space in Brooklyn. What if the target of this discriminatory harassment is you?  What if you are being incessantly harassed at

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One could easily assume that New York State and New York City share identical laws giving equal protections for victims of workplace discrimination, with employees failing under a myriad of protected classifications.  Unfortunately, despite it being 2013, this is not the case in fact.  In particular, despite great strides having been made in protecting the civil rights of the gay and lesbian

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In a progressive step in the right direction, the Department of Labor (DOL) recently expanded the definition of "son or daughter" to now allow an eligible employee to take medical leave under the Family and Medical Leave Act (FMLA) to care for an adult child who is unable to care for themselves because of disability related limitations, not considering the age of

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