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Practice Areas

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compensation for employment discrimination

The standard recovery in employment discrimination is compensatory damages which are designed to make you whole. In other words, the money is to make up for losses and costs to you caused by the discrimination.

disability discrimination

The Americans with Disability Act and state laws in New York prohibit discrimination based on disability. Employers are prohibited from discriminating against qualified employees or applicants based on disability in any aspect of employment.

fMLA maternity Leave

Under the federal Family and Medical Leave Act (FMLA), an employee can use up to 12 weeks of FMLA leave during pregnancy or after the birth of a child. Specifically, a mother can use the 12 weeks for the birth of a child, for prenatal care and incapacity related to pregnancy, and for her own serious health condition following the birth of a child.

hostile work environment

the Americans with Disabilities Act prohibit hostile work environments. Essentially, a hostile work environment occurs when offensive conduct or comments are directed toward employees of a particular race, nationality, religion, gender, or other protected groups. This conduct disrupts the workplace and violates the rights of the employees in the protected group.

national origin discrimination

New York state law in New York prohibits discrimination based on national origin. Employers are prohibited from discriminating against qualified employees or applicants because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a particular ethnic background (even if they aren’t)

employment discrimination attorney

Federal and state laws prohibit discrimination in employment for many reasons. Often, large municipalities like New York City will also have their own employment discrimination laws. Federally, laws like Title VII of the Civil Rights Act of 1964 and Americans with Disabilities Act prohibit certain types of discrimination in the workplace.

hostile work environment employment attorney

In New York, Title VII of the Civil Rights Act of 1964, state, and city laws govern hostile work environment claims as a form of harassment. Federally, These laws serve to protect employees from hostile work environments. Essentially, a hostile environment is created when offensive conduct or comments are directed toward employees of a particular race, nationality, religion, gender, or other protected group.

sexual harassment attorney

Title VII of the Civil Rights Act of 1964 and state laws both prohibit sexual harassment in the workplace. Often, large municipalities like New York City will also have their own sexual harassment laws. These state and municipal laws can often include stronger prohibitions against sexual harassment than federal law does.

wage hour attorney

If you experience a wage and hour issue in New York, you will need to work with a seasoned, experienced New York Wage & Hour attorney to resolve it. New York’s wage and hour laws are rather complicated compared to other states and are often unique to the Empire State. If you need assistance, call A.Y.G, PLLC today to schedule a free case evaluation.

workplace retaliation attorney

Workplace retaliation is the most commonly alleged basis of discrimination in the federal sector. Title Vii of the Civil Rights Act of 1964, other federal laws, state, and sometimes city laws govern claims of workplace retaliation. Because retaliation can occur in many contexts, it is a complex area of law, requiring extensive knowledge and experience on the part of your attorney.

workplace sexual assault attorney

Title VII of the Civil Rights Act of 1964, states, and city laws prohibit and sometimes criminalize workplace sexual harassment and assaults. Sexual assault in the workplace, aside from in many cases being a crime, is a form of sexual harassment. Sexual assault can occur between men and women, people of the same sex, or when the victim is transgender.

wrongful termination attorney

Title VII of the Civil Rights Act of 1964, state, and sometimes city laws govern claims of wrongful termination. However, you should be aware that simply because you think you were unfairly terminated does not mean you have a wrongful termination claim. New York is an at-will employment state.

pregnancy discrimination

Discrimination on the basis of pregnancy or a pregnancy-related condition is prohibited in the state of New York. It is governed by both state law and the federal Pregnancy Discrimination Act, and victims are often able to recover compensation. To learn whether you have a claim, call our office today to speak with a New York pregnancy discrimination lawyer.

religious discrimination

Federal and state laws prohibit religious discrimination in employment, and employers are prohibited from discriminating against employees or applicants because of their religious beliefs. If you believe that you have been the victim of religious discrimination at work, you should contact a New York employment discrimination lawyer as soon as you can.

transgender workplace discrimination

Workplace discrimination against transgender persons is generally enforced via sexual harassment law, such as Title VII of the Civil Rights Act of 1964. Transgender persons cannot be discriminated against in any aspect of the employment process on the basis of their transgender status.

unwanted physical contact

Unwanted physical contact can create a claim for sexual harassment in the workplace. Both Title VII of the Civil Rights Act of 1964and state laws prohibit this conduct. It is important to remember that those who commit unwanted physical contact and sexual harassment usually intend to make the victim feel bad. This conduct is not about sex; it is about power and control.

Whistleblower Retaliation​

Various federal and state laws prohibit discrimination or retaliation against those employees who give information about their employer’s misconduct to law enforcement. Some of the federal laws that protect whistleblowers include the Occupational Safety and Health Act, the Asbestos Hazard Emergency Response Act, and the Sarbanes-Oxley Act.​

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