Phillips & Associates

HIV Discrimination

New York City Attorneys Protecting the Rights of Employees

There are a number of laws that prohibit an employer from discriminating against an employee based on his or her sexual orientation and gender. Despite this, countless employers fail to enforce these laws and maintain workplace environments that are hostile and discriminatory toward individuals who identify as gay, lesbian, bisexual, and transgender. One of the most common forms of sexual orientation discrimination is based on HIV. At Phillips & Associates, our team of experienced sexual orientation discrimination lawyers has helped many New York City residents bring claims against their employers.

Workplace Rights for Individuals Suffering from HIV and AIDS

According to the Human Rights Campaign, “Americans living with HIV or AIDS may face discrimination based on their health status in many areas of life—including employment.” Fortunately, there are a number of New York State and federal laws that provide recourse for individuals who experience this form of discrimination. According to the Americans with Disabilities Act (ADA), both HIV and AIDS qualify as a disability even if the condition is asymptomatic. Employers are prohibited from discriminating against an employee or candidate based on his or her condition.

These laws apply to an individual even if he or she is only rumored or perceived to have HIV, or to have developed AIDS. In addition, the laws encompass every public employer and private employers that maintain 15 or more employees. Discrimination is prohibited in every facet of the hiring, employment, and administration chain, including hiring, firing, reviewing applicants, seeking information during the application process, assigning job duties, providing training, selecting promotional candidates, and determining wages and benefits.

The ADA also requires employers to provide reasonable accommodations for individuals with a disability, including HIV or AIDS. A reasonable modification includes “any modification which would not be significantly difficult or expensive in relation to the size of the employer.” Many employers argue that the potential loss of business or customers as a result of the candidate or employee’s condition would constitute an undue hardship for the employer. The ADA clearly prohibits employers from relying on a loss of business argument when denying an employee a reasonable accommodation for his or her AIDS or HIV condition.

Similarly, although an employer is entitled to take health and safety considerations into account when making employment decisions, the transmission of HIV is almost never considered to be a legitimate threat to safety.

Many employers attempt to inquire about an applicant’s health conditions during the hiring process. According to the ADA, “although an employer may inquire about health conditions that interfere with job performance, the employer is prohibited from inquiring about HIV status.” If the employer subsequently receives medical information indicating that the applicant or employee is HIV or AIDS positive, the employer must keep that information confidential.

Seek Legal Guidance in New York City for a Gender Discrimination Claim

Coping with HIV is difficult enough without also facing wrongful treatment from your employer. At Phillips & Associates, our gender discrimination attorneys have represented numerous HIV positive individuals in New York City, including in Manhattan, the Bronx, and Queens. As a result, we understand firsthand just how sensitive and emotional this type of case can be for you and your family. As we guide you through the legal process, we will protect your privacy and aggressively assert your rights. We offer a free confidential consultation, so call us now at (212) 248-7431 or contact us online to set up an appointment.

PHILLIPS & ASSOCIATES
45 Broadway, #620,
New York NY, 10006
Tel: 212-248-7431
Fax: 212-901-2107

Client Reviews
★★★★★
Phillips & Associates did a wonderful job. I would recommend Brittany Stevens. Angel
★★★★★
Employment dispute I had a dispute with my former employer, Jesse Weinstein was patient and thorough with my case. He covered every angle and was able to help me with my dispute. I would recommend Jesse Weinstein and Phillips and Associates in the future to anyone. Margaret
★★★★★
I called at Phillips & Associates seeking for a consultation and I was very pleased with the conversation I had with Eugenio Benvenuto. He was able to answer my questions thoroughly and gave me reassurance. I highly recommend their practice. Giulia
★★★★★
Hands down the best law firm for labor disputes in NYC. Being in the restaurant industry for more than 30 years I can say that this law firm is the number one choice for workers in the restaurant business that need to sue their company for wrongful termination. A special compliment to my lawyer Brittany Stevens. An amazing person and well prepared experienced lawyer. She was professional and empathetic to my case and worked in a time appropriate manner. She never miss a phone call at any hour of the day.The other associates that assisted Brittany were Yusha Hiraman, Eugenio Benvenuto and Katerina Housos. They were all professional and answered any questions or concerns that I had. Brittany and her team helped me with what I needed, when I needed it. I want to thank them all (especially Brittany), for a job well done. Massimo
★★★★★
Jesse Weinstein handled my discrimination case. He was extremely patient and understanding throughout the process and remained professional and consistent even when I could not. I really felt like he had my back and I didn't have to worry. His expertise, combined with the experience of the Firm, resulted in the best possible outcome of my case. Although I wouldn't wish what I went through on anyone, things do and always will happen and I would highly recommend Jesse and this Firm to anyone facing discrimination or other workplace issues. Karen