Cases We Handle


We handle claims of employment discrimination, hostile work environment, retaliation, and unpaid wage claims. We also negotiate severence packages and reasonable accommodation requests.

Employment Discrimination Claims 

Unlike the federal law, under the New York City Human Rights Law, an employee has a claim of employment discrimination simply when an employer treats that employee less well than their co-workers because of the employee’s actual or perceived membership in a protected class or classes. A protected class includes age, race, creed, color, national origin, gender, disability, marital status, partnership status, caregiver status, sexual and reproductive health decisions, sexual orientation, uniformed service or alienage or citizenship status. 

An employee also has a claim of employment discrimination when an employer fails to hire, fails to promote, denies a transfer, or wrongfully terminates an employee because of membership in one or more of protected classes. 

Hostile Work Environment Claims 

Unlike the federal law, under the New York City Human Rights Law, an employee has a claim of hostile work environment when the employee is subjected to discriminatory conduct or comments by a superior, a co-worker, or even a customer, even if the conduct or comments do not rise to the “severe or pervasive” level.

Retaliation Claims 

Unlike the federal law, under the New York City Human Rights Law, an employee has a claim of retaliation if they report discriminatory conduct, and as a result, their employer takes any action against them that would deter a reasonable employee from making such a report. 

Unpaid Wage Claims

Under federal and New York state labor law, an employee has a minimum wage violation claim if the employer fails to pay at least the applicable minimum wage. An employee also has an overtime violation claim if employer fails to pay overtime for all hours worked over 40 in a given workweek. In addition, in New York employers must furnish the employee with a written notice at the outset of the employment relationship that describes the regular rate of pay and overtime rate, if applicable. The employer must also provide a breakdown of the rates of pay and hours worked for each pay period. 

Severence Package Review and Negotiations

Our attorneys have expertise in negotiating an employee’s exit from their current employer for due consideration. We will analyze any potential leverage an employee has and negotiate with the employer’s attorneys for satisfactory terms. If the employer has already put forward a severance agreement, we will review it to ensure the employee is receiving maximum compensation for signing the agreement. 

Reasonable Accommodation Requests

Our attorneys regularly negotiate reasonable accommodations with employers on behalf of employees. We work closely with the employee to determine the accommodations that suit the circumstances and then work to ensure the employer puts the accommodations into effect immediately. 

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