Wrongful Termination Lawyers, Sexual Harassment, Pregnancy Discrimination, Gender Pay Disparity, Disability Discrimination, Race Discrimination, and Age Discrimination Attorneys in New York, New Jersey, and Connecticut

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.
Pregnancy discrimination protections include:

• Refusing to hire you because you’re pregnant or planning to become pregnant
• Firing or demoting you because you’re pregnant or planning to become pregnant
• Denying your return to the same job you had (or a similar one) when you return from maternity leave, or any pregnancy-related leave
• Treating you differently than other temporarily disabled employees

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.

Learn More About Pregnancy Discrimination

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 (such as age or pregnancy discrimination).We help clients who have been terminated as the result of wrongful termination. Please see the information on our site that may pertain to your case, and call us to learn how we can help.Learn More About Wrongful Termination

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.When we understand the facts of your case, we can advise as to what must be proven to win in court. Please see the information on our site about unequal pay, and call us to discuss your case.Learn More About Unequal Pay

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.Many states, including New York, have also enacted laws to protect older workers from discrimination.If you believe that you have been subject to age discrimination, please call us. We also encourage you to see out website about age discrimination.Learn More About Age Discrimination

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 unwelcome sexual advances, 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.Learn More About Sex Harassment

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. Such differential treatment can include lower pay, decreased opportunities for promotion, or other wrongful practices.We help women [and members of the LGBTQ community] who have been subjected to illegal gender discrimination. We invite you to learn more about gender discrimination on our website, and to call us to learn how we can help you.Learn More About Gender Discrimination

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. So, for example, if you’re being denied a promotion because of your religion, such denial is illegal.If you’ve been the victim of illegal religious discrimination, please learn more here, and call us to find out how we can help.Learn More About Religious Discrimination

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. These laws provide that employers cannot take any retribution of any kind, including firing, demoting, or otherwise “punishing” a worker.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.Learn More About Illegal Retaliation

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.Illegal discrimination can include having different standards for one class of workers, paying them less than others, not promoting them, allowing a hostile atmosphere to exist (such as through unwelcome “jokes”), and many other practices.Race discrimination laws not only protect workers on the job, they also protect potential employees in the hiring process. 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.Learn More About Race Discrimination

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.Despite these entitlements and protections, some employers believe that they can nonetheless threaten with termination (or terminate) an employee who chooses to exercise these rights, or take other illegal action, such as retaliating against those taking medical leave. This is wrong.If your employer is refusing to comply with these laws, or if you have been wrongly terminated due to taking medical leave, we encourage you to learn more about the medical leave act from our website, and to contact us to learn how we can help.Learn More About Maternity / FMLA Discrimination

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 (which is much like the ADA).If you have a disability that significantly limits a major life activity – such as seeing, standing, or bending – your employer is required to make reasonable accommodations so that you can carry out your job.Disability discrimination is highly fact-specific. We invite you to learn more about disability discrimination laws and to call us to learn how we can help.Learn More About Disability Discrimination

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.Learn More About National Origin Discrimination