Retaliation Category Archives — Page 2 of 7 — New York Employment Attorney Blog Published by New York Employment Lawyers

June 16, 2022

A New York City Worker’s Recent Success in Federal Court Highlights the Breadth of What Constitutes ‘Protected Activity’ in a Retaliation Case

The law bars your employer from punishing you for engaging in certain forms of “protected activity.” Protected activity may be something formal like a written complaint to your employer’s Human Resources Department about discrimination you endured at work, but the range of things that can fall under the umbrella of “protected activity” is broader than just formal complaints. It can be something as basic as verbally complaining to your supervisor. It could even be something wholly unrelated to discrimination against you, such as answering questions or serving as a witness in a coworker’s discrimination case. Whether you were opposing discrimination or harassment that targeted you or someone else, you’re entitled to be free from negative consequences for it. If you’ve suffered punishment on the job, then that may constitute retaliation and you should discuss the matter with a knowledgeable New York City employment retaliation lawyer.

A recent retaliation case from here in New York City illustrates how broad the range of “protected activities” can be. The employee was a Planned Parenthood worker and also a Jewish woman.

While working at Planned Parenthood, the woman allegedly heard multiple discriminatory comments, including her supervisor saying that she didn’t “want an old Jewish woman running a multicultural department” and another high-ranking employee saying that “there were too many white Jewish Chief Executive Officers in positions of power, and it [was] time to get them out,” according to the lawsuit.

May 31, 2022

How Including an Entity as Your ‘Joint Employer’ May Strengthen Your New York Discrimination, Harassment or Retaliation Case

by Phillips & Associates

Many people in today’s world of work may be employed by one entity, but they may not necessarily work for that entity alone. There may be one or more other entities with the power to exert genuine control over you and the work you do. Working for an employment structure that includes many layers can be tricky, especially if you need to pursue a discrimination, harassment, or retaliation case. These cases can be challenging because, even if you win, your direct employer may lack the financial wherewithal to pay the damages award you recover. To that end, it often makes sense to include a larger entity as your “joint employer.” Successfully pleading these cases can be complex, so you need to make sure you have proper legal representation from a knowledgeable New York City employment retaliation lawyer.

One recent case involved a security guard who worked at various United States Tennis Association (USTA) tournaments, including the U.S. Open in Flushing Meadows. A firm hired the guard to work the 2016 U.S. Open, but his supervisor later discovered that the USTA refused to grant the guard credentials because he had previously made a race discrimination claim (that had settled in 2015.)

The guard sought to sue the USTA for race discrimination and retaliation under federal Title VII. He, however, had a substantial problem: a Title VII discrimination or retaliation claim requires an employer-employee relationship, and the guard’s case had not substantiated that such a relationship existed.

May 24, 2022

New York State Amends Its Human Rights Law to Include Improper Disclosure of a Worker’s Personnel File as a Valid Basis for a Retaliation Claim

by Phillips & Associates

A recent commercial for Apple’s iPhone touts the device’s ability to keep your private information private. The commercial points to an ever-increasing concern in today’s world. We all know that we have personal information stored in a variety of places and, in some of those, we’re not the one in control of the flow of that content. Sometimes, the concern is the exposure of information that could be personally or professionally damaging to you. When the one doing that disclosing is your employer and the reason they’re doing it is a retaliatory one, then you may be entitled to sue and obtain compensation under the newly amended New York State Human Rights Law. A knowledgeable New York City workplace retaliation attorney can help show you how to accomplish this.

Earlier this year, the New York legislature passed S.5870/A.7101, and Gov. Kathy Hochul signed it into law. The bill amended Section 296 of the New York State Human Rights Law to expand the definition of what can constitute actionable retaliation. The new definition says that retaliation “may include… disclosing an employee’s personnel files because he or she has opposed any practices forbidden under this article or because he or she has filed a complaint, testified or assisted in any proceeding under this article…”

In other words, if you were engaged in a protected activity and your employer, in an attempt to harm you, disclosed some or all of your personnel file, then that’s against the law now. The range of protected activities can be anything from, say, testifying in a coworker’s age discrimination case to filing your own formal sexual harassment claim to complaining to your supervisor about race discrimination in your work area to assisting a colleague in their sexual orientation discrimination case. These are just a few examples.

February 14, 2022

How Your Employer’s Deviation from Normal Disciplinary Procedures May Be Important to Your Retaliation or Discrimination Case in New York

by Phillips & Associates

Today, many employers deal with employee performance and behavioral issues through a system known as “progressive discipline,” which means using a set of graduated or progressively more serious responses to an employee who is not meeting expectations. If you’ve been the target of illegal discrimination or retaliation, your employer’s progressive discipline system may potentially be a way to strengthen your case. If your employer skipped steps or otherwise failed to follow the standard procedure in dealing with you, then those “irregularities” can be a key piece of evidence demonstrating that you were the target of discrimination or retaliation. To find out how this might apply to your case, get answers from an experienced New York employment retaliation lawyer.

An upstate woman’s retaliation case shows pretty clearly how this can work. The woman, L.B., worked in the business office at a Syracuse hospital. In 2016, her doctors diagnosed her with cancer.

On May 4, 2017, the business office director informed L.B. and three peers that the hospital was eliminating their titles but not their positions. The other three workers were given new assignments immediately, while the director told L.B. that her job “was still in ‘formulation.'” Of the three peers who received immediate assignments, all three were younger than L.B. (who was in her early 60s) and all three were non-disabled.

January 10, 2022

A New York Lawsuit Again Puts a Spotlight on Sexual Assault and Sexual Harassment in the Fashion Industry

by Phillips & Associates

New York City is undeniably one of the primary centers of high fashion. Amidst the glamour and beauty is an uglier side, which is the sexual harassment and abuse that many workers in the industry endure. Many harassment victims are young and relatively naïve and inexperienced, while their harassers are wealthy, powerful, and very well-connected, making not just sexual harassment but also retaliation for opposing harassment ever-present risks. However, with an experienced New York City sexual harassment lawyer advocating for you, you have the potential to fight back, win, and hold your harasser accountable.

Sexual harassment and misconduct in the fashion industry have again been in the headlines recently. The spark for one recent round of stories of sexual misconduct was a Summer 2021 lawsuit filed here in New York. The plaintiff was model and actress Carré Sutton, who was known as Carré Otis in her earlier modeling days.

The woman’s lawsuit asserted that, Gerald Marie, the European head of the modeling agency that employed her sexually assaulted and raped her on repeated occasions. The agency head also allegedly trafficked her to other wealthy, powerful men, including an unnamed Italian billionaire, according to a New York Post report.

August 30, 2021

When Your Employer’s Implementation of a Mandatory Arbitration Policy May Qualify as an Adverse Employment Action for Your Retaliation Claim in New York

by Phillips & Associates

Most people, when they contemplate workplace retaliation, picture a worker who is demoted or fired for having filed a discrimination or sexual harassment lawsuit (or EEO claim.) Retaliation in the workplace can take many forms beyond just that, though. If you believe you’ve been punished at work because you stood up for yourself (or others) in opposition to illegal practices in the workplace, you ought to get in touch with a knowledgeable New York employment lawyer right away.

One of the more hotly debated topics within employment law is mandatory arbitration agreements or, more specifically, the interconnection of mandatory arbitration agreements and claims of discrimination. New York State law says that such agreements are void and unenforceable in that context, but that law has experienced a rocky road in court across the last three years. At least two different federal judges in New York have ruled that federal law preempts CPLR Section 7515, allowing the employer to transition the case from court to arbitration.

Sometimes, though, the significance of your mandatory arbitration agreement goes beyond the procedural question of where your case will be litigated and into the question of whether the initiation of the agreement itself was a punitive act done in retalaition. That was the case for M.C., a woman who was the head of recruiting at a New York City financial technology firm.

August 9, 2021

NYPD Lieutenant Lands $872K Jury Verdict in Retaliation Lawsuit Against the City

by Phillips & Associates

Sometimes at work, circumstances may arise that call for you to stand up against improper harassment or discrimination in your workplace. Regardless of whether you were the target of that illegal conduct or a coworker was, the law says you have the right to take action (whether that is filing a complaint, giving testimony, or participating in an investigation) without suffering punishment in your job. If you do get punished, that’s retaliation, it’s impermissible and it’s something that should motivate you to consult a knowledgeable New York employment discrimination lawyer.

According to the New York Daily News, one NYPD lieutenant was the victim of this kind of retaliation and received a sizable jury award as a result.

A.O. was an NYPD lieutenant who was a platoon commander at a precinct in Manhattan’s Lower East Side. In 2015 and 2016, A.O. wrote and submitted three internal complaints on behalf of one of her subordinate officers, whom she believed was being subjected to a hostile work environment because of his ethnicity. (The subordinate officer was a Latino man.) The lieutenant also testified on the Latino subordinate’s behalf at the departmental hearing on the matter.

July 30, 2021

Strategies that Can Help You Get the Most from Your New York Employment Discrimination Lawsuit

by Phillips & Associates

If you’ve suffered discrimination at work, it is important to recognize that bringing a lawsuit that will end in success involves much more than just understanding the factual aspects of what happened. There are also tactical and procedural litigation strategies that can help maximize your odds of success. That’s why a knowledgeable New York employment discrimination lawyer is so important to your case. Your lawyer can take the facts you provide and then generate a winning plan.

A recent national origin and age discrimination case involving an NYPD detective shows ways in which this can be true. A.P., who was born in Russia in 1967, was a detective and a member of the Executive Protection Unit (EPU) charged with protecting the mayor.

During A.P.’s nearly three years with the EPU, 26 of the roughly 30 detectives with the EPU received promotions, but A.P. was not one of those detectives promoted. According to the detective, a “significant number” of the 26 promoted detectives were individuals with fewer years of service and were less qualified than him. Most allegedly were younger than him. Additionally, all were non-Russian.

July 23, 2021

A $600K Settlement Concludes a New York OAG Investigation into Allegations of Rampant Sexual Harassment at a Celebrity Chef’s NYC Restaurants

by Phillips & Associates

A six-figure sexual harassment and discrimination settlement made national news recently. That’s because one of the alleged wrongdoers wasn’t just any employer – it was one of New York’s best-known celebrity chefs. The case and the settlement serve as a clear reminder that, whether you’re serving sliders at a chain “neighborhood grill” or delivering delicacies at a Michelin-rated establishment, you can find yourself as the target of sexual harassment and discrimination, so you need to know what to do when it happens. That starts with reaching out to a knowledgeable New York sexual harassment and discrimination lawyer to learn more about the legal options available to you.

The agreement ended an investigation by the New York Attorney General’s Office into the restaurants of celebrity chef Mario Batali and his business partner.

According to numerous current and former restaurant workers, Batali engaged in several acts of sexual harassment. Allegedly, the chef, his partner, and their company “fostered a sexualized culture of misconduct and harassment at their restaurants in New York City.”

April 15, 2021

Former Employee of New York City Finance Firm Files Appeal in Sexual Harassment, Retaliation Case

by Phillips & Associates

For decades, if not longer, Wall Street has had a reputation as a place dominated by men, where women must tolerate embarrassing or degrading treatment in order to succeed in their careers. When the #MeToo movement began several years ago, there were doubts about whether it would be able to affect Wall Street, particularly those firms whose cultures draw comparisons to unsupervised college fraternities. The tenacity of New York City sexual harassment attorneys has brought some relief to Wall Street employees of all genders who have experienced hostile work environments. One of the first prominent sexual harassment lawsuits on Wall Street in the past few years resulted, unfortunately, in the dismissal of several of the plaintiff’s claims. The plaintiff has filed an appeal challenging the dismissal in state appellate court.

Under the New York City Human Rights Law (NYCHRL), sexual harassment constitutes discrimination on the basis of gender when a supervisor, manager, or other person in a position of authority makes sexual activity a condition of employment. This is known as quid pro quo sexual harassment. The “sexual activity” could involve anything from exchanging lurid emails or text messages to actual sexual contact. A key element of this type of claim is that the employee or job applicant believes that they are not in a position to decline the advances, out of concern for their job.

The plaintiff in the lawsuit mentioned above worked for a Wall Street hedge fund as a managing director and portfolio manager. She alleged in her complaint that her direct supervisor “repeatedly coerced her into sex,” with an implied threat to withhold resources that she needed for her job if she declined his advances. Most of these advances, the plaintiff claimed, occurred at “breakfast meetings” arranged by the supervisor “where his attire usually consisted of his white terry bathrobe.”
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