Highly-rated businesses for employment law in New York, NY include Phillips and Associates. Our seasoned New York City employment law attorneys often represent clients in contentious litigation related to workplace discrimination, harassment, and retaliation. We have strong reputations and some of us have been selected by peers as Super Lawyers. Over the years, we’ve received awards and accolades for our aggressive, knowledgeable representation of workers who have been wronged by their employers. Many of our employment attorneys are members of the prestigious Million Dollar Advocates Forum, which is only open to lawyers who have obtained verdicts or settlements of a million dollars or more.
Our lawyers have been recovered million-dollar verdicts for employment discrimination. We are unafraid to go to trial and our reputation precedes us with employers, insurers, mediators, and judges. Fearlessness and skill allow us greater leverage during negotiations with the other side, whether those negotiations take place informally or through mediation.
It is important to choose a highly-rated business to handle your employment lawsuit in New York City. If discriminated against on the job, you may have rights you can pursue under the:
- New York State Human Rights Law
- New York City Human Rights Law
- Federal Americans with Disabilities Act
- Age Discrimination in Employment Act (ADEA)
- Americans with Disabilities Act (ADA)
- Equal Pay Act.
In most cases, employers are substantially better positioned than their employees when it comes to litigation. It’s a David vs Goliath situation. Not only are they armed with greater resources, but they are also likely to have a strong defense team that is determined to protect their interests and profits. They may drag litigation out. Our employment law firm levels the playing field. We have years of experience taking these types of cases to trial for plaintiffs under the relevant laws. You should call us.
Law Firm to Pursue Claims Under New York State Human Rights Law
There have been some changes to the New York State Human Rights Law that may make it very favorable to you as a plaintiff with a discrimination claim. For instance:
- The amended law allows for the recovery of punitive damages.
- A lower standard is used to prove harassment.
- The law now applies to every workplace in the state that has at least one employee.
Additionally, the New York State Human Rights Law protects not only employees, but also vendors, consultants, subcontractors, and contractors against any discriminatory conduct. Under this law, you may have a claim if you are subject to an adverse employment action based on protected characteristics such as:
- Sexual orientation
- Gender identity
- National origin
Our highly-rated business for employment law may be able to represent you if:
- You were hit on or sexually harassed in the workplace
- Your manager terminated you because you revealed that you are transgender.
- You were harassed by coworkers because of your religion.
- You were subject to inferior terms, conditions, and privileges of employment because you were born in a different country.
- Your supervisor sent memes and made jokes about you being a terrorist because you are Middle Eastern or Sikh.
- You were not promoted even though you are the most highly qualified candidate because you are a woman and your employer holds stereotypes about whether women are capable of being good leaders in the workplace.
- You are Black and found that a coworker or supervisor had placed a noose on your desk at work.
- You were terminated due to your pregnancy.
- You had a medical condition which qualified as a disability and/or you were refused an accommodation that is considered reasonable.
Pursuing Damages for Employment Law Matters Under City Law
As a highly-rated law firm, we also pursue damages under the New York City Human Rights Law, which has a long history of being plaintiff-friendly and providing strong protections for a very wide range of characteristics:
- Sexual Harassment
- Veteran status
- Sexual orientation
- Lactation accommodations
- National origin
- Marital status
- Gender identity
- Caregiver status
- Arrest or conviction record
- Domestic violence victim status.
We may be able to pursue your discrimination claim under city law, for example, if:
- Your employer refused to allow you to have a shift change so that you could go testify as the victim in your domestic violence trial.
- You were not given lactation accommodations in your corporate workplace.
- You are not provided a reasonable accommodation for your disability even though it would have caused your employer no undue hardship.
- You are not given a reasonable accommodation for your religion and it would have caused your employer no undue hardship.
Under city law, it would be your employer's burden to show that it would have faced an undue hardship if it had granted you an accommodation for your religious beliefs. Factors the court would need to consider include:
- The cost of providing the accommodation.
- The number of people who would need the accommodation for a sincerely held religious observance.
- The degree to which geographic separateness or relationship of the facilities would make an accommodation more challenging.
Our highly-rated business can only pursue damages for discrimination under city law if your New York City employer has at least four employees. If you work for a smaller employer, it may be appropriate to bring your claim under the New York State Human Rights Law instead. However, every situation is different and our attorneys pursue relief under all applicable laws, even if we believe that certain laws are likelier to provide relief.
There are situations in which federal employment laws may provide you with strong remedies because the federal case law pertaining to your case is well-developed and the nuances of your case make it federal law especially applicable. Federal laws that a highly-rated business may use to pursue damages for discrimination include Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), or the Americans with Disabilities Act (ADA).
Damages We May Be Able to Pursue for Your Employment Law Matters
Different potential remedies are available in employment law cases depending on whether we recover under state, city, or federal law. They could include:
- Back pay
- Front pay
- Compensatory damages
- Punitive damages
- Attorneys’ fees.
Phillips & Associates Is a Highly-Rated Business for Employment Law
New York City employers should be careful to abide by their workers’ rights. Unfortunately, discrimination occurs, and when it does, it’s not always easy to resolve the situation or recover damages. As a worker who has been wronged, you should hire a highly-rated business for employment law in New York, NY. Phillips & Associates fights for workers treated unfairly on the job in Manhattan, Brooklyn, the Bronx, Queens, Staten Island, Suffolk County, or Nassau County. Call us at (866) 229-9441 or complete our online form.