At Risman & Risman, P.C., we pay attention to the cases that many might write off as “minor.” Because often, what seems like a one-off comment is just the loudest symptom of a more profound disregard. A recent settlement involving Jamaica Hospital Medical Center shows how even a single repeated remark – that seems small to some – can violate the law when it’s about race, and when the target has already asked for it to stop.

In 2025, Jamaica Hospital settled a complaint with the New York City Commission on Human Rights for $5,000 in emotional distress damages after a supervisor allegedly made a racially insensitive remark directed at an employee, and repeated it after the employee told the supervisor it was offensive. The Commission found, based on the complainant’s allegations, that repeating the conduct after notice crossed the line under the New York City Human Rights Law.

This case is significant because it highlights how the law protects more than just what some might consider “obvious” discrimination. Here are some of the lessons we can draw for employees around the city:

• Employees don’t have to show a pattern of abuse to establish a violation. According to the Commission’s findings in this case, a remark, once repeated after notice that it was offensive, was enough to trigger liability.
• Speaking up matters. The complaint states that the employee informed the supervisor that the remark was offensive, and that this notice made the difference under the law. Once an employer (or a supervisor) is aware, they have a duty to stop the discriminatory behavior.
• Damages are real. Even where no physical threats are alleged, emotional distress is recognized as harm. The settlement turned on that, with actual monetary compensation as acknowledgement that insults based on race can inflict damage.

At Risman & Risman, P.C., we represent clients in situations like this – where a single slip is not minor when it comes to dignity and rights. We often see that “just a remark” becomes something employees carry with them: humiliation, alienation, the feeling that they’re not safe or seen at work.

If you’re reading this and thinking about the comments that made your day harder, or the behavior someone told you was “just a joke,” know this: Under NYC law, saying “this hurts me” isn’t just valid, it can be the start of a legal claim. We stand ready to help you assess whether your workplace is crossing legal lines, support you in making your voice heard, and seek accountability when protections are ignored. Contact us online or by phone at (212) 233-6400 for a free, confidential consultation.