Shankar Law Office is a top-rated law practice dedicated to safeguarding and enforcing labor organizations’ and employees’ rights and interests in both the public and private sectors. Shankar’s profession is national in scope, having been established in the capital for over 20 years.
Many employers ignore their legal commitments to their employees. Employer misbehavior can include discriminating against or harassing members of protected classes, as well as failing to pay employees by minimum wage and overtime rules. Employers may retaliate against employees who have complained about their abuse in some instances. Employment discrimination lawyers at Shankar Law Office in Huntington Station are conversant with federal, state, and local legislation. When appropriate, we can assist you in filing a charge with the Equal Employment Opportunity Commission (EEOC) or a lawsuit for damages. Shankar Law Office is ready to give comprehensive representation to employees and job candidates whose rights have been infringed, whether you require a sexual harassment attorney, help with a wrongful termination claim, or something else.
Harassment of women
Under Title VII of the Civil Rights Act of 1964, sexual harassment is illegal. Sexual harassment can be classified into two types: hostile work environment and quid pro quo harassment. A hostile work environment develops when an employee is subjected to unwanted advances, rude statements, or other forms of harassment regularly. Quid pro quo harassment occurs when a supervisor or other high authority person in the workplace requests sexual favors in exchange for taking specific job action, such as promoting an employee or promising not to take specific job action, such as terminating the employee.
Discrimination Against Pregnancies
Unfortunately, pregnancy prejudices continue to influence how an employee expecting a kid is treated in the workplace. Simply because she is pregnant, a woman may be subjected to insulting comments or be passed over for promotions or bonuses. These are illegal scenarios that could lead to a lawsuit. Employees in the United States are protected against discrimination based on pregnancy by the Pregnancy Discrimination Act (PDA), a federal law, and are entitled to be accommodated in the workplace in the same way that other temporarily impaired employees are. Although the PDA only applies to enterprises with 15 or more employees, New York state regulations apply to smaller businesses.
Discrimination based on sex or gender
Gender discrimination occurs when an employee is treated differently from his or her coworkers based on their sex. It is closely related to sexual harassment and pregnancy discrimination. Employees may not, for example, base promotions or pay hikes on gender stereotypes or provide benefits primarily to female spouses of employees rather than male spouses. Employers in the United States are required by the Equal Pay Act to pay employees in basically equal positions equally, regardless of gender. In addition to actual compensation, this is broadly defined to encompass bonuses, stock options, and benefits. Gender discrimination safeguards, like other forms of discrimination, apply not only to present employees but also to prospective candidates.
Discrimination by race
Racial discrimination is illegal in New York City workplaces under Title VII of the Civil Rights Act of 1964, as well as state and local regulations. All private businesses and educational institutions, including state and local government organizations with 15 or more employees are covered by Title VII. When taking employment actions, it is prohibited for a covered employer to discriminate against an employee or job applicant based on race. It is, for example, illegal for your employer to refuse to promote you or fire you because of your race. Similarly, a company cannot refuse to hire a job candidate just because he or she is of a certain race. This type of discrimination is also prohibited by state and local laws.
Discrimination against people with disabilities
An employer may not discriminate against a qualified employee based on a history of disability or the employer’s perception that the eligible employee has a mental or physical impairment that is not temporary and mild, according to the federal Americans with Disabilities Act. Even employees and job candidates who are not disabled are protected from discrimination if an employer takes a negative employment action because it suspects a disability exists. Furthermore, companies must make reasonable adjustments to qualified employees who request them because of a disability, unless doing so would be prohibitively expensive or onerous.
If you have been the victim of employer misbehavior, you should speak with an employment discrimination lawyer about your legal options. We give tenacious legal counsel to employees who require a wrongful termination lawyer or assistance with any other form of a lawsuit involving infringements of their rights under federal, state, or local laws at Shankar, Law Office. To schedule a free consultation, please contact us or connect with our online representative.