• Bio

Isabella Brito-Garcia

Intake Specialist

Isabella Brito-Garcia is an accomplished Legal Intake Specialist with the New York City employment law firm Phillips & Associates. If you were discriminated against or subject to harassment or retaliation, you should call Ms. Brito-Garcia and our seasoned New York City employment lawyers to determine whether you have a viable claim. We offer free consultations and represent clients on a contingency fee basis, which means that we won’t recover our fees unless we recover a damages award or settlement on your behalf. 

Ms. Brito-Garcia graduated from John Jay College of Criminal Justice in New York with a major in Forensic Psychology. She made the Dean’s List from 2019-2022. She is fluent in Spanish and English and is certified in Forensic Accounting.  

Ms. Brito-Garcia has been employed in a range of jobs, which gives her greater compassion for a wide of workers and the issues they face in their industries. She has worked as a jewelry consultant; digital content creator developing marketing plans and growth strategies and administering tactical execution of marketing communication initiatives; cashier; hair stylist and manicurist; stock merchandiser; and as part of CUNY Service Corps. She also worked as an administrative coordinator for the Brownsville Justice Center. In that role, she served as the main liaison for internship programs to maintain support services and resources and edited and distributed company memos.  

Employment Lawyers to Fight for You 

The New York State Human Rights Law and the New York City Human Rights Law prohibit workplace discrimination based on certain characteristics including gender, age, race, color, religion, national origin, sexual orientation, and disability. Adverse employment actions that may involve actionable discrimination when those actions are taken due to a protected characteristic include:  

  • hiring  

  • firing  

  • disparate compensation 

  • transfers 

  • promotions 

  • recalls 

  • layoffs 

  • job advertisements 

  • testing 

  • recruitment 

  • use of company facilities 

  • training and apprenticeship programs 

  • fringe benefits 

  • and retirement plans.  

Examples of discrimination can include:  

  • You were fired after you asked for a reasonable accommodation to practice your religion. 

  • You were passed over for a promotion after reporting sexual harassment by your supervisor.  

  • You were laid off along with all other employees who were nearing retirement age. 

  • You were not allowed to attend leadership training sessions because of your gender.  

  • You were required to wear certain dress that didn’t match your gender identity.  

  • You were demoted because you asked for a reasonable accommodation for a disability. 

  • You were denied family medical leave to which you were entitled and then terminated when you complained. 

Harassment based on a protected characteristic is illegal. The most common form of workplace harassment is sexual harassment. This can include any derogatory comments, jokes, slurs, touching, assault, graphic memes, or other unwelcome conduct that is performed due to the victim’s sex. For example, if you were touched inappropriately by your supervisor, this would be sexual harassment, but it would also be sexual harassment if your manager made comments about women being bad at their jobs. 

Lawyers for Retaliation Lawsuits 

The federal, state, and local antidiscrimination laws forbid your employer from retaliating against you because you bring a good faith complaint of discrimination. Retaliation can include a wide range of negative behavior including termination, failure to promote, or failing to provide opportunities to a worker that other workers received. The court may not determine there was discrimination based on a protected characteristic but may still find that an employer took retaliatory steps because an employee, in good faith, reported discrimination or filed a charge. For example, what you believed was racial harassment may not be perceived by the court as being racial harassment, but if you were terminated for filing a good-faith racial harassment charge with the EEOC, you may be able to recover damages for retaliation. 

Call Our Trustworthy Intake Specialist and Employment Attorneys 

As an intake specialist, Ms. Brito-Garcia ensures that the experienced New York City employment lawyers of Phillips & Associates have all the information needed to pursue damages in your case. Our New York City firm represents workers in Manhattan, Brooklyn, the Bronx, Queens, Staten Island, Suffolk County, and Nassau County, among other places. Complete our online form or call us at (212) 248-7431 if you believe you may have a claim. We represent clients on a contingency fee basis and provide free consultations.