Our Focus on Helping Working Women
Tuckner, Sipser, Weinstock & Sipser is an employment discrimination law firm that has successfully represented workers in lawsuits against employers for decades.
We are proud to have been one of the first employment law firms in New York with a significant practice devoted to protecting the rights of working women and opposing the historically adverse and illegal treatment to which many women have been subjugated.
We have helped hundreds of women (and men) obtain full and fair compensation and a measure of justice who have been subjected to illegal workplace harassment, discrimination, and wrongful treatment, including in cases involving:
If you believe that you have been the victim of any of these practices, it will be critical to contact an experienced employment lawyer at your earliest convenience. As an employment law firm, we can help.
What Laws Protect Workers in New York?
In New York, there are three sets of laws that potentially may be applicable – Federal law, New York’s Human Rights Law (for the state of New York), and New York City Human Rights Law (for the City of New York). While many city, state, and federal laws overlap in terms of protections and prohibitions, each set of laws is different, as are specific steps that must be taken in order to bring a discrimination lawsuit. As a New York City employment law firm, we represent clients under both state and federal laws, as well as violations of New York City Human Rights Law.
How Do You Determine Whether to Bring a Discrimination Case under Federal, State, or New York City Law?
First, based upon the conduct that occurred, we determine what Federal, state, or New York city laws may have been violated. Once the applicable laws have been identified that pertains to a client’s case, we then discuss these laws with a client and determine under which set of laws a case should be brought.
Do I Have to Be an Employee to File a Complaint about Workplace Discrimination?
No. Employment discrimination and harassment often occur during the interview and hiring phase. You may be entitled to file a lawsuit against an employer even if you were not hired if discrimination can be clearly proven.
For example, if a job candidate is not hired based on factors such as age, disability, pregnancy, or race, this is workplace discrimination. As another example, if an employer states or suggests preferred candidates in a job advertisement that may be discriminatory against those not meeting such requirements, such as if the ads states that the employer is looking for “young employees with a lot of energy”, this may also be employment discrimination if it disfavors those in a protected class.
Title VII of the Civil Rights Act of 1964 makes it unlawful to discriminate in hiring, firing, promotion, referral, and other facets of employment based on color, race, religion, sex, or national origin.[1] Further, the U.S. Supreme Court ruled that the Civil Rights Act also protects LGBTQ employees from being fired for their sexual orientation. Consequently, current, former, and prospective employees may all be entitled to file employment discrimination complaints.
Do Employers Have to Pay Equal Pay for Equal Work?
Absolutely! The Equal Pay Act of 1963 (EPA) mandates that employers pay men and women equal pay for equal work. The positions need not be identical; however, they must be substantially equal from a job-content perspective (not based on the titles of the positions).[2]
