WRONGFUL TERMINATION LAWYER, SEXUAL HARASSMENT ATTORNEY, PREGNANCY DISCRIMINATION, GENDER PAY DISPARITY, DISABILITY DISCRIMINATION, RACE DISCRIMINATION & AGE DISCRIMINATION LAW FIRM

Women are protected against on-the-job pregnancy discrimination under the federal Pregnancy Discrimination Act and the Family Medical Leave Act. They may additionally be protected from pregnancy discrimination under state and local laws.

Call us to learn about how we can help if you’re facing pregnancy discrimination, and learn about what actions constitute illegal pregnancy discrimination and the rights that you have.

Sexual harassment may be broadly defined as any unwanted sexual behavior in the workplace that occurs because of the gender of the person being harassed. In other words, would your boss have subjected you to the same treatment if you were a person of the opposite gender?

Sexual harassment can take many forms, from crude jokes, to inappropriate touching or other physical action. All of this behavior is wrong. Learn more about wrongful sexual harassment, and call us to find out how we can help.

Wrongful termination is a general term that means termination in breach of an employment contract or in violation of a statute or law. If there is no contract, employment is “at will”; meaning that an employer may terminate employment at any time for any reason (or no reason) unless the termination is based upon an impermissible reason.

Please see the information on our site about wrongful termination, and call us to discuss your case.

Under the Equal Pay Act of 1963 (EPA), employers are not allowed to provide different (or better) compensation to men than women based solely upon gender. Employers may only provide different compensation if there is a reasonable basis for doing so, which could include seniority or performance goals.

Please see the information on our site about unequal pay, and call us to discuss your case.

The federal Age Discrimination in Employment Act (ADEA) protects employees who are at least 40 years old and who work for an employer with at least 20 employees. The ADEA makes it illegal for an employer to make job-related decisions based solely upon age, including decisions regarding hiring, promotion, and termination.

If you believe that you have been subject to age discrimination, please call us. We also encourage you to see our website about age discrimination.

Sex and gender discrimination is both wrong and illegal under both federal law and New York law. Gender discrimination occurs when an employer – through management – treats one person or group of employees differently based upon their gender.

We help women [and members of the LGBTQ community] who have been subjected to illegal gender discrimination. Learn more about gender discrimination on our website, and to call us to learn how we can help you.

Religious discrimination in the workplace was made illegal under the Civil Rights Act of 1964. The prohibitions against religious discrimination apply to all religions, not just the “major” religions.Religious discrimination includes any form of workplace discrimination that is based upon a worker’s religion, the religion of their spouse, or any religion that the worker supports.

If you’ve been the victim of illegal religious discrimination, please learn more here, and call us to find out how we can help.

Federal and state “Human Rights” laws protect workers from retaliatory action taken by employers for actions such as complaining about discriminatory treatment, filing a worker’s compensation claims, or “whistleblowing” claims of reporting illegal or fraudulent activities.

If you believe that you may have been the victim of one of these actions, please see our site for more information about illegal retaliation, and call us to find out how we can help.

Race discrimination includes workplace discrimination based upon a person’s race, color, or ethnic origin. Stated simply, it is illegal for employers to treat a worker or group of workers differently based upon race.

Race discrimination is serious, and, like other forms of discrimination, our firm is committed to holding employers accountable for their wrongful actions. You can learn more about race discrimination here, and also contact our firm for a free consultation about your case.

The Family Medical Leave Act (FMLA) and New York Law provide workers with various entitlements and protections that cover taking leave for medical reasons, including pregnancy and to care for a serious health condition of a family member.

If your employer is refusing to comply with these laws, or if you have been wrongly terminated due to taking medical leave, we encourage to contact us to learn how we can help.

For more than 25 years disabled Americans have been protected from workplace discrimination under the federal Americans with Disabilities Act (ADA). Disabled federal employees similarly have been protected under the Rehabilitation Act of 1973.If you have a disability that significantly limits a major life activity, your employer is required to make reasonable accommodations.

We invite you to learn more about disability discrimination laws and to call us to learn how we can help.

Federal law protects employees and prospective employees from being discriminated against based upon their country of origin or ethnic background. Such discrimination can include refusing to hire you paying you less, or not giving you the same advancement opportunities that are given to your co-workers.

If you believe that you have been (or are being) subjected to discrimination at work based upon your nation of origin or ethnicity, please call us to learn about your rights and options.

As a firm committed to advocating for women’s workplace rights and health, we understand the unique challenges employees face during menopause and perimenopause. These natural life transitions present distinct stages, each with it’s own set of symptoms and effects on work performance and well-being.

Our goal is to provide guidance, support, and legal solutions to help individuals navigate these changes, ensuring they are aware of their rights and the protections available to them.