Theodore Filippatos is a paralegal at the New York City law firm of Phillips & Associates. He graduated from New York University in 2015, with a Bachelor of Arts in English & American literature. He is expected to graduate from Fordham University School of Law in New York in 2019. While attending Fordham, he sat on the Fordham Moot Court Board, the Fordham Environmental Law Review, and OUTLAWS, which is an LGBT Law Students’ Association. He has worked as a paralegal at different law firms. He is dedicated to helping the New York City employment attorneys at Phillips & Associates assist people who have experienced employment discrimination, harassment, or retaliation on the job.
New York City has one of the broadest anti-discrimination laws in the country. The New York City Human Rights Law usually offers more protection to workers than does federal or state law. Protected characteristics include national origin, age, race, color, citizenship status, gender, gender identity, marital status, pregnancy, disability, religion, sexual orientation, veteran or active military service member status, arrest or conviction record, credit history, caregiver status, unemployment status, and status as a victim of domestic violence, stalking, or sex offenses.
Additionally, the New York City Human Rights Law provides liberal pregnancy accommodation rights, more protected classes, and health care continuation coverage duties for smaller employers. Depending on their size, New York City employers may need to comply with the New York City Human Rights Law, the New York State Human Rights Law, and various federal laws, such as Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Family and Medical Leave Act.
Each federal, state, and local law has different nuances. If you want to pursue damages for racial discrimination under Title VII, for example, you would need to follow certain steps, such as filing a charge with the Equal Employment Opportunity Commission (EEOC), which you do not need to follow if you use the New York State Human Rights Law or the New York City Human Rights Law.
Certain remedies may be available under one law but not another law. For example, damages are capped under federal law but not under state or local laws. For another example, punitive damages may be available under federal and city laws but not under state law. While the New York State Human Rights Law requires all employers to provide workers with a workspace free of sexual harassment, Title VII only applies to employers with at least 15 employees.
Sexual harassment is a common form of sex discrimination. It includes all unwelcome words or actions that are based on sex. Harassing conduct can include pranks, gestures, insults, derogatory remarks, jokes, touching, groping, or even rape. Harassment can be perpetrated by people of either sex against victims of either sex. Supervisors, coworkers, managers, customers, and clients may commit sexual harassment against an employee. However, only supervisors, managers, or other authority figures in the workplace can commit quid pro quo sexual harassment against an employee. Quid pro quo harassment occurs when an employer conditions employment on submitting to sexual overtures.
Hostile work environment harassment occurs when harassing conduct is so pervasive or so severe that it alters the terms and conditions of employment or results in an adverse employment decision. For example, if there is a noose on your desk every day when you go to work, and your coworkers call you by anti-black slurs, but when you complain to HR, they tell you not to worry about the issue, you may have a claim for hostile work environment harassment.
It is stressful to confront employment discrimination, harassment, or retaliation. Usually, an employer has more resources than do its employees. Mr. Filippatos and our skillful trial lawyers may be able to help you recover damages. Call Phillips & Associates at (212) 248-7431 or contact us through our online form. We litigate employment cases in Brooklyn, Manhattan, Queens, and the Bronx, as well as Nassau, Suffolk, and Westchester Counties, New Jersey, and Pennsylvania.