New York Retaliation Lawyer
An employer may not fire, demote, harass or otherwise “retaliate” against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination. The same laws that prohibit discrimination based on race, color, sex, religion, national origin, age, and disability, as well as wage differences between men and women performing substantially equal work, also prohibit retaliation against individuals who oppose unlawful discrimination or participate in an employment discrimination proceeding.
In Thompson v. North American Stainless, LP, the Supreme Court held that it is an unlawful employment practice under Title VII to terminate an employee’s “close family member” in order to retaliate against her for filing a charge of discrimination with the EEOC. It further held that a terminated fiancé would have standing to sue.
State and City Laws
The New York State Human Rights Law (NYSHRL) and New York City Human Rights Law (NYCHRL) apply to employers with 4 or more employees and offers broader protections. In 2005, the New York City Council explicitly rejected the notion that the NYCHRL is equivalent to its federal counterparts, despite any textual similarities between them.
Often employees or applicants will pursue claims of retaliation under Title VII of the Civil Rights Act of 1964, the NYSHRL and NYCHRL and in some cases, the Civil Rights Act of 1866, 42 U.S.C. §1981 and/or Civil Rights Act of 1871, 42 U.S.C. § 1983. The Sanders Firm, P.C., is experienced in handling such matters.
If you feel that you’ve been the victim of retaliation, or would like to have an attorney review your documents to ensure that your rights are protected, contact the New York Retaliation Lawyer at The Sanders Firm, P.C., 800-371-4835, today.
