Phillips & Associates

Racial Discrimination at Holiday Parties

Employment Lawyers Representing New York City Workers

In many workplaces, end-of-the-year holiday parties are viewed as a place for coworkers and supervisors to relax and celebrate. Unfortunately, the atmosphere and the consumption of alcohol at a party may result in hurtful and even discriminatory remarks. Although it may seem informal, a holiday party associated with your job is an extension of the workplace, and employers may be held liable for discriminatory remarks made there. At Phillips & Associates, our New York City employment discrimination attorneys understand how significant the consequences may be for speaking out about workplace misconduct. We can guide you through the process of bringing a claim if you have been a victim of discrimination.

Holiday Parties and Discriminatory Remarks

Depending on the precautions taken by the employer, an employee attending a holiday work function may feel comfortable making discriminatory remarks based on a coworker or other employee's race, religion, sexual orientation, or gender. Moreover, an employer or supervisor may also drink too much or feel emboldened to make discriminatory remarks. They may not realize that an employer may be responsible for discrimination even after-hours or at another venue. Sometimes you may go home from a holiday party feeling threatened or offended.

Your employer may be liable for discriminatory remarks made at a company holiday party even if the party is held at another location, after-hours, or on the weekend. Federal, state, and local laws prohibit discrimination based on race, sexual orientation, religion, and gender. Title VII prohibits discrimination and harassment based on these and other protected characteristics. State and local laws may provide more expansive protections. For example, courts reviewing race discrimination claims brought under the New York City Human Rights Law do so with more deference to plaintiffs than they do with claims brought under Title VII.

Generally, a single remark is unlikely to rise to the level of discrimination or harassment under Title VII unless it is truly egregious or has long-lasting consequences. For example, an off-color joke made once by a coworker while drinking spiked punch might not rise to the level of actionable discrimination. However, a white supervisor using racial slurs against black subordinates repeatedly at a holiday party and doing a planned skit involving a noose would probably be found to have engaged in egregious conduct. The event would be particularly striking if a manager with authority over the supervisor was present but either did nothing or threatened black subordinates with demotions if they reported the misconduct.

Employers may be vicariously liable for unlawful harassment by supervisors at a holiday party. They are always responsible for a supervisor's harassment if it results in a tangible employment action.

Retain an Experienced Employment Discrimination Attorney in New York City

If you have suffered from discriminatory behavior at a holiday party, you should consult an experienced New York City employment discrimination lawyer. At Phillips & Associates, we are dedicated to seeing justice served in our clients' cases. We understand how humiliating and isolating it may be when you are subjected to remarks about your race, sexual orientation, religion, or gender on an occasion that is supposed to be relaxing and festive. Call us at (212) 248-7431 or contact us through our online form to set up a free consultation. We serve people who need an employment discrimination or sexual harassment attorney throughout Staten Island, the Bronx, Queens, Brooklyn, and Manhattan, Westchester, as well as in Suffolk and Nassau Counties.

PHILLIPS & ASSOCIATES
45 Broadway, #620,
New York NY, 10006
Tel: 212-248-7431
Fax: 212-901-2107
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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, Kevin Guaranda 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
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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
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I highly recommend Parisis (Gerry) Fillippatos with Phillips & Associates to represent you for employment related matters. He and his team were professional, attentive to every detail and brilliant at identifying the legal grounds to win the case. Parisis's communication and delivery were highly articulate and precise. He is personable and makes you feel comfortable in the maze of legal jargon. Finally, his confidence, perseverance and masterful negotiation skills deliver the win. Anonymous
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