Danielle M. Patterson
Danielle M. Patterson is a skillful New York employment attorney at Phillips & Associates. She is dedicated to representing people who have been harmed by their employers’ abuses.
Ms. Patterson graduated with a cum laude in Social Work from NYU in June 2008. In 2009, she graduated with an M.S.W. with a concentration in Advanced Clinical Social Work and Contemporary Social Issues.
She graduated from St. John’s University School of Law in Queens, NY. While in law school, she served as Secretary for the Labor and Employment Relations Society. She was a member of OutLaws and Allies. She published the paper Title VII Bars Discrimination in Employment Based on Race, Color, National Origin, Religion, Sex and...Sexual Orientation? through the Labor Relations and Employment Law Society. She sat for the July 2019 Uniform Bar Examination for New York and New Jersey Bar Admission.
Ms. Patterson worked as a legal extern for the United States Department of Labor, Office of Solicitor, Region II, New York, NY. In her work there, she conducted significant legal research and writing and attended trials, hearings, and depositions. She also worked as a judicial intern for the Court of Common Pleas, Criminal Division in Philadelphia, Pennsylvania. She was chosen for the Judicial Internship Opportunity Program of the American Bar Association for the Honorable Judge Mia Perez. She has also worked in many other capacities, including as a paralegal, an owner of a psychotherapy practice, a program director, and a senior primary therapist.
Ms. Patterson is a member of the American Bar Association, the New York City Bar Association, and the LGBT Bar Association. She is committed to fighting for the rights of employees under federal, state, and local laws.
The local law is known as the New York City Human Rights Law, and it protects a sweeping range of characteristics. It is widely considered to be one of the laws that provides the broadest protection to employees among all the laws in the U.S. It often covers employers that are smaller than the employers covered under the corresponding federal laws. For example, sexual harassment is forbidden in all New York City workplaces, even those with just one employee. By contrast, Title VII of the Civil Rights Act also prohibits sexual harassment, but to be covered, an employer must have at least 15 employees.
The New York City Human Rights Law prohibits retaliation against an employee for engaging in protected activities. The New York State Human Rights Law and federal laws also prohibit retaliation for engaging in protected activities. It is a protected activity under these laws to complain either internally or externally, in good faith, about discrimination or harassment. For example, your employer should not fire you because you filed a complaint with HR against your supervisor for sexually harassing you. Likewise, if you decided to file a charge of disability discrimination with the Equal Employment Opportunity Commission (EEOC) because your employer decided not to promote you due to your disability, you are protected against retaliation.
In many cases, it is easier to establish retaliation under the anti-discrimination laws than it is to establish discrimination or harassment. While there may be some ambiguity in whether a certain action constitutes discrimination arising out of a protected characteristic, a retaliatory action may be more clearly and visibly motivated by a desire to punish an employee for complaining about discrimination. An employee may prevail in a retaliation claim even if they are not able to establish liability for discrimination.
If you believe that you were subjected to discrimination, harassment, or retaliation at a New York City workplace, you should call the attorneys at Phillips & Associates. We represent employees in Manhattan, the Bronx, Brooklyn, Queens, and Staten Island, in addition to Nassau, Suffolk, and Westchester Counties. You can call us at (212) 248-7431 or contact us via our online form.