Employment Discrimination & Civil Rights
Fighting for equality and fairness in the New York workplace.
Why You Need an Employment Attorney
Your employer has a team of HR professionals and corporate lawyers dedicated to protecting the company's interests—not yours. When you face discrimination, sexual harassment, or wrongful termination, the power dynamic is inherently unbalanced. You need a fierce advocate to protect your career, your reputation, and your livelihood.
At Hawlader Law, we leverage federal, state, and New York City Human Rights Laws to hold employers accountable for toxic work environments and retaliatory actions. We are not intimidated by large corporations, and we know how to secure the justice you deserve.
Damages We Fight For
Lost Wages & Back Pay
Compensation for wages, bonuses, commissions, and benefits lost due to unlawful termination, discrimination, or retaliation.
Front Pay & Future Earnings
Recovery for future lost income when returning to your prior position is not possible.
Emotional Distress Damages
Compensation for anxiety, depression, humiliation, and emotional suffering caused by unlawful workplace conduct.
Attorney's Fees & Punitive Damages
In appropriate cases, employers may be required to pay your legal fees, and punitive damages may be available for particularly egregious conduct.
Steps to take if you face discrimination:
1
Document Everything
Save emails, slack messages, and write down dates, times, and witnesses of discriminatory comments or actions.
2
Report Internally (In Writing)
Report the harassment to HR or Management in writing. This creates a paper trail and triggers their legal duty to investigate.
3
Do Not Resign Prematurely
Quitting can sometimes harm your legal claims. Speak to an attorney before handing in a resignation letter.
4
Contact Legal Counsel
Employment law has strict deadlines (EEOC/DHR filings). Contact us immediately to protect your rights.
Legal Strategy
Proving Discrimination.
Employers rarely admit to discrimination outright. They will often create pretextual reasons for a firing or demotion, such as suddenly claiming "poor performance" or "company restructuring."
Uncovering the Truth
We utilize the discovery process to uncover circumstantial evidence—such as biased emails, patterns of unequal treatment compared to peers, or suspicious timing of a termination shortly after a complaint was made.
Under the incredibly robust New York City Human Rights Law (NYCHRL), the standard of proof is more favorable to employees than federal law. We know exactly how to leverage these local laws to build a compelling case.
Protect Your Career
Beware of HR and Severance Offers.
Human Resources exists to protect the company from liability. If you report harassment or discrimination, HR's priority is often to neutralize the threat you pose to the company, not to advocate for your well-being.
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Never sign a Severance Agreement blindly.
These agreements contain strict waivers releasing the company from all future lawsuits. We can often negotiate significantly higher severance packages.
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Beware of "Performance Improvement Plans" (PIPs).
A sudden PIP after you complain about discrimination is often a paper trail designed to justify a retaliatory firing.
Let Hawlader Law review your documents and negotiate on your behalf.
Our Experience
Types of Employment Cases We Handle
Race & National Origin
Fighting against biased hiring, unequal pay, racial slurs, and hostile environments based on color or background.
Gender & Pregnancy
Protecting women from the glass ceiling, unequal compensation, and wrongful termination during or after a pregnancy.
Sexual Harassment
Aggressive representation for victims of unwanted advances, quid pro quo harassment, and toxic workplace cultures.
Age Discrimination
Advocating for older workers who are passed over for promotions, targeted during layoffs, or forced into early retirement.
Disability Discrimination
Holding employers accountable when they refuse to provide reasonable accommodations or fire employees due to medical conditions.
Retaliation & Whistleblower
It is illegal for an employer to punish you for reporting discrimination, harassment, or illegal company activities.
Knowledge Base
Frequently Asked Questions
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Yes. While "at-will" means an employer can fire you for almost any reason, they absolutely CANNOT fire you for an ILLEGAL reason. Terminating an employee based on their race, gender, age, disability, or in retaliation for a complaint is illegal, regardless of at-will status.
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Retaliation occurs when an employer takes adverse action against you (firing, demotion, pay cut, or hostile shift changes) because you engaged in a "protected activity"—such as reporting sexual harassment to HR or participating in a discrimination investigation.
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Time is critical. To preserve your rights under federal law, you generally must file a charge with the EEOC within 300 days of the discriminatory act. New York State and City laws have different statutes of limitations (usually up to 3 years). It is vital to consult an attorney quickly so you don't miss these strict deadlines.
Protect Your Livelihood
Don't Let an Employer Silence You.
We have the resources to take on corporate legal teams and the dedication to give your case the personal attention it deserves. Stand up for your rights today.