Brittany A. Stevens
Brittany A. Stevens is an associate in the New York City office. Ms. Stevens has considerable experience representing employees in a wide range of employment discrimination matters. She manages a variety of cases involving sexual harassment, retaliation, and discrimination based on race, national origin, gender, pregnancy, age, disability, religion, caregiver status, and sexual orientation. She has handled numerous cases from inception through settlement.
Ms. Stevens zealously advocates for women's rights and is committed to helping women in the workplace. Ms. Stevens is a passionate litigator who believes strongly in civil rights and fairness throughout the work environment.
Ms. Stevens has obtained significant awards and settlements for her clients. Remarkably, Ms. Stevens received a judgment for $424,197 in a retaliation, FLSA and NYLL case in 2018. In 2018, Ms. Stevens was recognized as a "Rising Star" by New York Super Lawyers for her contributions in employment discrimination. Ms. Stevens has also been recognized as a 2018 "Best Attorney" by the Best Attorneys of America Association and by the American Institute of Legal Counsel. In addition, Ms. Stevens has been recently added as a member of the "Top Verdicts and Settlements" by the American Institute of Legal Counsel. Most notably, Ms. Stevens has been added as a member of the "Million Dollar Advocates Forum" where she is recognized as a top trial lawyer in America.
Ms. Stevens joined Phillips & Associates in early 2015. She is admitted to practice in New York State and both the Southern and Eastern Districts of New York. She is also an active member of NELA/NY, and a member of the New York City Bar Association. Ms. Stevens graduated from Skidmore College in 2010 and earned her J.D. from the University of San Francisco School of Law in 2014.
Nobody should be discriminated against in a workplace context. Protection may be available under federal, state, and local laws. Ms. Stevens serves people who have been wrongfully discriminated against based on protected characteristics, including race, national origin, color, sex, sexual orientation, pregnancy, and religion. One of several federal statutes that guards against employment discrimination is Title VII of the Civil Rights Act of 1964.
Under Title VII, it is unlawful for an employer to take any adverse hiring or employment action against an individual based on race, color, national origin, religion, or sex. Employment actions can include terminations, compensation decisions, unfavorable assignments, or any other material aspect of employment. Title VII also prohibits harassment. It is illegal for your employer to retaliate against you for complaining to HR or your supervisor about discrimination or harassment based on protected characteristics.
Illegal discrimination and harassment may be obvious and easy to spot, but they can also be subtle and indirect. An otherwise neutral employment policy or practice that applies to everyone may still be found illegal if it has a negative impact on the employment of people of a specific race, color, or religion.
Once an employee shows that there is a disparate impact, the employer may defend itself by challenging the employee's evidence or by proving that the policy is reasonably necessary for the business and is job-related. However, if the employer presents a defense based on job necessity, the employee could still prevail by showing that the employer refused to adopt a less discriminatory policy that could satisfy the same business need.
If you are a victim of discrimination, harassment, or retaliation, you should be aware that there are strict time limits to enforce your rights. With a Title VII claim, for example, you will have to file a charge with the EEOC before bringing a lawsuit. The time limits will usually apply to each event that is considered discriminatory, harassing, or retaliatory. Therefore, you should seek counsel immediately after the first incident that you believe violates your rights. Call Brittany Stevens at (212) 248-7431 to discuss your potential claim of sexual harassment or discrimination. Her consultation is free and there are no attorney fees unless there is a recovery. Phillips & Associates is a contingency based employment law firm.