We represent female employees who have been victims of sex discrimination, including in the payment of wages; sexual harassment and hostile work environment; pregnancy discrimination; and FMLA interference and retaliation.
We represent women in the following types of cases:
- Equal Pay: The Equal Pay Act (which is part of the Fair Labor Standards Act ) and the New York State Labor Law prohibit employers for paying women lower wages than their male counterparts performing substantially equal work. Learn more about protecting yourself from pay equality discrimination .
- Pregnancy : Title VII of the Civil Rights Act of 1964 and the New York State Human Rights Law (NYHRL) protect women from discrimination because they are pregnant or affected by pregnancy. The NYHRL was just amended to require employers to provide reasonable accommodations for pregnancy related conditions.
- Sex Discrimination : Title VII and the NYHRL prohibit discrimination on the basis of sex including with respect to wages, promotions, termination or hiring.
- Sexual Harassment/Hostile Work Environment: The law also protects women from sexually hostile work environments that are created by sexually charged comments and harassment, unwanted touching, lewd photos and videos, and quid pro quo sexual harassment, which involves requests for sexual activity in exchange for continued employment or promotions.
- FMLA : The Family Medical Leave Act is commonly associated with maternity leave (it requires employers of 50 or more employees and public employers to provide 12 weeks of leave) but the FMLA also applies to a woman's serious health condition as well as the serious health conditions of a spouse or child. Employees are protected from both interference with their rights (such as being denied leave) as well as from retaliation (such as being terminated for taking leave or for making a complaint that your rights are being violated). We represent employees in FMLA interference and retaliation cases.
- Disability : The ADA and the NYHRL protect employees from discrimination on the basis of disability and require the provision of reasonable accommodations. As most relevant to women, we see these laws implicated when employees need leave for breast or other cancer treatment or if a pregnancy related condition rises to the level of a disability.
- Retaliation: various workplace statutes including Title VII, the FMLA, the ADA, the Fair Labor Standards Act and the NYHRL and NY Labor Law, protect employees who have made complaints that their rights (or the rights of others) are being violated.