If you’re experiencing discrimination in the workplace, unequal pay due to your race and color, hostility due to your race, color or culture, failure to promote due to race, color, or culture, it’s illegal.

There’s really no reason to be touching anyone’s baby bump in the workplace. And if it continues after you’ve made it clear that this is unacceptable to you, it is sex discrimination, verging on sexual harassment, so that you should complain to your company, or at least put these concerns in writing so that your company can then put a stop to it.

Pay disparity or unequal pay is based on any protected status, such as race, color, creed, age, gender, gender identity, disability, marital status, sexual orientation, etc. All of the protected statuses under the New York Human Rights laws are covered by the unequal pay law.

If you prevail in a sexual harassment lawsuit, you can consider four types of damages – back pay, emotional distress, punitive damages, and attorney’s fees.

In New York, if you are an independent contractor or consultant for a company, you are protected from sexual harassment or any other kind of discrimination.

Employment sexual harassment lawyer Jack Tuckner discusses how unpaid interns can file a sexual harassment claim in NY, CT, and NJ, and what actions an intern should take if they are being sexually harassed.

In this video, employment discrimination and harassment lawyer Jack Tuckner discusses the action that you should take if you’re being sexually harassed at work.

People who would never sexually harass co-workers sometimes believe that it’s ok to sexually harass others if they are a client or customer of the business. Employment attorney Jack Tuckner describes the actions you should take if you’re being sexually harassed by a client or customer.

Are you being sexually harassed by a customer or client? Noted NY Sexual harassment lawyer Jack Tuckner explains your rights. 

If you are pregnant and suffering severe anxiety right now about giving birth during this coronavirus (COVID-19) health crisis, your employer must take that into account and be flexible with you due to your current pregnancy-based limitations.