Employment Discrimination, Harassment & Retaliation
Our civil rights laws express America’s exceptional commitment to fundamental human rights and liberties. When unlawful conduct affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment, the employment litigators at Filippatos PLLC are committed to enforcing the laws that protect you against such violations.
EMPLOYMENT DISPUTE SUB-CATEGORIES
Filippatos PLLC Steadfastly Protects Civil Rights and Liberties in the Workplace
Filippatos PLLC steadfastly protects the civil rights and liberties of executives, employees, workers, and individuals who have been subjected to discrimination, harassment, or retaliation in violation of federal laws like Title VII of the 1964 Civil Rights Act, Section 1981 of the Civil Rights Act of 1866; the Americans With Disabilities Act of 1990; the Age Discrimination in Employment Act of 1967; and the Equal Pay Act of 1963, as well as state laws like the New York State Human Rights Law and local laws like the New York City Human Rights Law.
Filippatos PLLC is Committed to Enforcing Laws That Protect You in the Workplace
We often represent people who have suffered discrimination, harassment, or retaliation based on their gender, gender identity, sex, pregnancy, sexual orientation, race, national origin, age, disability, or religion. Many of our cases involve instances of sexual harassment or assault, as well as racist or sexist conduct. While we frequently advise our clients to attempt an amicable resolution through direct negotiations or alternative dispute resolution (ADR) processes such as mediation, we are always prepared to commence administrative proceedings or actions before agencies such as the U.S. Equal Employment Opportunity Commission (“EEOC”) as well as state and federal courts.
Age Discrimination/Retaliation (ADEA)
If you experience unfair treatment due to your age, including discriminatory comments, actions, or behaviors, the offending party may be compromising your rights. This situation applies to any age, as younger employees and older employees face potential discrimination or retaliation. The Age Discrimination in Employment Act of 1967 prohibits age discrimination in employment, whether a person is disadvantaged in trying to retain or regain employment, or is being subjected to disparate treatment with respect to job duties or work environment on the basis of age. Our legal professionals will help you organize and execute a claim against an employer involved in age discrimination or retaliation.
Disability Discrimination/Retaliation (ADA)
Employees with disabilities are protected from discrimination and retaliation in the workplace at state and federal levels. Your disability might be physical, mental, or another type of impairment, and it should not affect fair treatment in the workplace by colleagues or professional associates working below you, above you, or at the same level in an organization. The Americans with Disabilities Act of 1990 enforces state and local government services (Title II) and public accommodations and commercial facilities (Title III) to abide by all stipulations regarding discriminatory or retaliatory acts based on an employee’s disability.
Protected Leave Status Interference/Retaliation (FMLA)
Many life situations warrant protected leave in order to preserve an employee’s health or well-being or to care for a child or ailing family member. In cases of interference, the employing company or a member of the company prevents an employee from taking their full protected leave. Retaliation cases involve actions taken when an employee takes their full leave. Either case is a violation of your rights as an employee and calls for legal action to ensure justice.
Gender (TITLE VII)
Gender-based discrimination, harassment, or retaliation is a serious violation of your rights as an employee. This biased treatment may affect your salary, workload, job duties, and overall behavior and actions toward you by management or your peers. Any gender can face discrimination, harassment, or retaliation based on this factor, so taking legal action when it occurs is a vital step to ensuring any behavior like this is eliminated from a place of employment. State and federal employment laws prohibit this activity in the workplace, whether you hold a position in a private company, government organization, or otherwise.
Ethnicity (TITLE VII)
Your ethnic background should not play a role in how you are treated in a professional environment. Whether you apply or interview for a position within a company, seek advancement opportunities or retain eligibility for pay raises, hire duties, and other factors, ethnicity is a protected human feature. If you are dealing with unfair or biased treatment when attempting to acquire employment or working in a professional environment, this is a violation of your legal rights at state and federal levels. Discrimination, harassment, or retaliation based on an employee’s ethnicity is grounds for legal action, and the offending party must be held accountable.
LGBTQIA+ (TITLE VII)
Members of the LGBTQIA+ demographic have state and federal employment protections to ensure an employer or associate within an organization cannot violate their rights without consequences. When a member of a professional organization commits discrimination, harassment, or retaliation based on factors like sexual orientation or gender identity, they are violating a person’s civil or employment rights. Their actions may affect a person’s eligibility to acquire a position, advancement opportunities, pay raises, or equal treatment in the workplace. Our legal experts will help you win your case when this offense affects your professional life.
Nationality (TITLE VII)
Working in the United States is legally an equal opportunity market. Employers of any type, including private companies and public organizations, must adhere to the legal employment rights of all applicants, current employees, and any associates with whom they conduct business. An employee’s nationality is among their protected qualities, safeguarded under state and federal law. Individuals from any country worldwide have the right to fair and equal treatment in the workplace. The law prohibits discrimination, harassment, or retaliation based on nationality; and affords all employees the legal right to file a claim and seek justice should their rights be violated.
Pregnancy (TITLE VII)
A woman’s pregnancy is a protected condition, and employers and professional peers who commit discrimination, harassment, or retaliation on said person are violating employment law. Some examples of violations include disqualifying a woman for employment, advancement, a pay raise, and other professional opportunities based on her pregnancy. Unfair or biased treatment inside or outside the workplace by peers, managers, and other professional associates also qualifies in this category when a woman’s pregnancy is the factor on which they base their actions or behaviors.
Race (TITLE VII)
Fair treatment and equal opportunity in the workplace are rights of the American workforce, regardless of their race. Title VII of the Civil Rights Act of 1964 clearly prohibits employment discrimination based on various factors, including race, color, and national origin. When an applicant or current employee is the subject of discrimination, harassment, or retaliation by members of a professional organization, including private companies and government offices, it is a violation of state and federal law. The offending party may be a manager, coworker, executive, or anyone holding a position.
Religion (TITLE VII)
Another form of discrimination our legal practice specializes in is employee discrimination pertaining to a person’s religion. Title VII of the Civil Rights Act of 1964 describes protection for several categories of employees, including their religion, to which all employers must adhere in order to provide a legally acceptable workplace. Discrimination, harassment, and retaliation might be related to various elements like certain holidays, beliefs, religious activities, or social stigmas. Employers who violate employment law stipulations in connection with an employee’s religion are subject to legal consequences.
Sex Discrimination/Retaliation (Title VII)
Employers who discriminate against applicants and current employees based on their sex are in violation of state and federal employment laws. If they act in retaliation against someone within or potentially joining their professional organization because of their sex, this falls under the same offense category. People of any sex can be recipients of discriminatory or retaliatory actions and behaviors in the workplace, and taking legal action is the best way to ensure the offending party faces the consequences. Sex is one of many demographic factors protected under Title VII of the Civil Rights Act of 1964.
Glass Ceiling (Title VII)
Glass Ceiling cases involve women and other marginalized groups being subjected to discriminatory employment practices disadvantaging their hiring or promotion on the basis of protected immutable characteristics. Glass ceiling barriers have a disparate adverse impact on women and other minority communities in the workplace and can be unlawful, whether intentionally erected or not. Title VII of the Civil Rights Act of 1964 clearly prohibits employers from placing barriers to prevent the advancement of women or other marginalized groups due to bias. An example of this unlawful behavior would be a woman of color who toils at the same job as her white male colleagues, and has identical or greater qualifications, but never receives a raise or promotion to a higher position.
Sexual/Racial Harassment/Assault (TITLE VII)
The workplace should be a safe environment where employees can complete their job duties, collaborate, and communicate without threats of violence or intimidation. When an employee is the victim of sexual or racial harassment or assault, the offending party violates state and federal employment laws and may face criminal charges. The immediate and long-term physical and psychological damage these heinous actions and behaviors inflict can affect the victim’s ability to continue with an employer, in their field, or working at all. Our legal team determines all your avenues of legal action, including civil and criminal lawsuits.
Hostile Work Environment/Quid Pro Quo (TITLE VII)
If a member of a professional organization creates a hostile work environment for an employee, this falls under our legal specialty in state and federal employment law. A manager might threaten a subordinate’s position within the company, or offer a pay raise or advancement opportunity in exchange for favors and other activities. These situations sometimes involve offering something in return for a requested action or behavior, known as quid pro quo. A manager might threaten a subordinate’s position within the company or offer a pay raise or advancement opportunity in exchange for favors and other activities. Those favors might be sexual or otherwise beneficial to the offending party in one or more contexts.