Employment Law is designed to protect you when you go to work each day. You have the right to be treated with dignity and respect. In fact, it is required by Federal, State, and New York City laws.
This covers a wide range of actions, including:
- Sexual Harassment
- Overtime, Wage and Hours Claims
- Non-compete and Employment Agreement
James J. Corbett is a New York lawyer experienced in representing clients in employment-related matters. We understand the stress and emotional devastation that often come with being subjected to harassment, discrimination, retaliation, and unfair compensation at work. We dedicate our practice to helping the victims of discriminatory and unfair employment practices obtain the legal remedies they deserve. We offer professional and personalized legal services to our clients and pride ourselves on taking the time to listen to those we represent to fully understand their needs.
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The law provides a number of remedies to workers who suffer from illegal and unfair employment practices. Available damages may include back and front pay, reinstatement, money for pain, suffering, and emotional injuries, punitive damages, and attorney’s fees. We are also experienced in representing clients in disputes concerning employment agreements such as non-compete and confidentiality agreements.
Discrimination and Sexual Harassment Laws
Title VII of the Civil Rights Act of 1964 is the primary law under which federal discrimination lawsuits are filed. This law prohibits employers from discriminating against workers based on sex, race, religion, and national origin. At the state level, the New York Human Rights Law also bars employers from discriminating against workers. These laws additionally protect workers from being retaliated against for complaining about perceived discrimination. The New York City Human Rights Law offers the most protection to employees discriminated against in the workplace.
Sexual harassment is recognized as a form of sex discrimination. That includes unwanted sexual advances, requesting sexual favors, sending sexual texts or emails, sexually motivated physical actions, as well as other physical or verbal conduct that is sexual in nature.
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Quid pro quo sexual harassment covers situations in which a supervisor tries to get a worker to accept sexual advances in exchange for a tangible employment action, such as a promotion or to avert the threat of being fired.
A sexually hostile work environment refers to circumstances in which sexually harassing conduct is so severe and pervasive that it creates a hostile workplace. This category encompasses a broad array of behavior, such as repeated sexual innuendo and other off-color remarks, unwelcome touching, or pornographic displays, along with leering, whistling, or other suggestive actions.
The law prohibits employer retaliation against an employee who complains about sexual harassment, overtime, and wage & hour claims non-compete & employment agreement.