The New York City employment discrimination attorneys of Risman & Risman, P.C. zealously advocate on behalf of employees aggrieved due to the discriminatory and wrongful conduct of employers. Federal and New York employment discrimination laws prohibit discriminatory acts against employees because of age, gender, national origin, race, religion, sexual orientation, a pregnancy, a disability or perceived disability, military service, criminal record and unemployment status. Each one of these individual categories constitutes a protected class.

Incidents of workplace discrimination are unacceptable violations of law and are more commonplace than most believe. As such, prompt vigilance in these matters is absolutely vital. If you believe that you are a victim of mistreatment, a hostile work environment, and/or harassment because of your membership in one of the aforementioned protected classes, then there is a strong possibility that your employer is guilty of employment discrimination.

It is in violation of Federal and New York law for employers to discriminate against employees in matters involving:

  • hiring and firing;
  • assignment or classification of employees;
  • layoff, reduction in force (RIF) or forced retirement;
  • job advertisements and recruitment;
  • retirement plans, health/medical and fringe benefits;
  • disability leave and severance;
  • testing;
  • promotion, demotion or transfer;
  • compensation;
  • use of company facilities; or
  • training and apprenticeship programs.

It is important to note that employment discrimination claims are not normally evidenced in the open. More frequently, employment discrimination is covered up and hidden. As a result, and most unfortunately, most employees tend to disregard their feelings and beliefs when it comes to possible employment discrimination. Even though an employer will typically have a different version of  events, such as arguing about performance or absence/lateness, when it should not genuinely be an issue, this does not necessarily preclude an employee from finding a remedy under Federal or New York law. Employees are not required to tolerate an employer’s wrongful acts, nor do employees have to wait for something to happen before contacting an attorney. Frequently, waiting only leads to an escalation of the discriminatory acts against the employee and may complicate issues facing the attorney in trying to properly prosecute the employment discrimination action.

Additionally, employees should be aware that Federal and New York laws do not generally protect against a nasty, unkind or demanding boss, however unfair that may seem. Employees are still required to be part of a protected class for the wrongful conduct to qualify as actionable discrimination, and that wrongful conduct must be serious enough to have a material and adverse effect on the employee. In almost all cases, employees facing this type of situation should nonetheless seek legal advice when the wrongful conduct first occurs, so that all the rights and remedies available under the law can be secured.

Employees should also be aware of the fact that employers are prohibited from retaliating against employees for reporting any type of employment discrimination, filing a lawsuit due to employment discrimination, or for participating in an investigation of such employment discrimination. For that reason, employees should not be afraid to contact an attorney or pursue the protection of Federal and New York anti-retaliation laws.

Contact a Seasoned and Qualified Employment Discrimination Attorney

If you believe that you are being treated unfairly, exposed to a hostile work environment, or harassed at work because of your age, gender, national origin, race, religion, military status, criminal record, sexual orientation, a pregnancy, a disability or perceived disability, or other protected right, you should know Federal and New York anti-discrimination laws exist to protect you from unlawful employment discrimination or harassment.

The New York City employment discrimination attorneys of Risman & Risman, P.C. are eager to help and discuss your concerns with you. There is no charge for the consultation. Please feel free to call us at (212) 233-6400 or contact us online.

Scroll to Top