Manhattan Workplace Harassment & Discrimination Lawyer

Federal Laws Governing Workplace Discrimination

Further, key federal laws governing workplace discrimination and harassment in New York City include: 

• Title VII of the Civil Rights Act of 1964: Title VII prohibits discrimination based on race, color, religion, sex, or national origin. It also prohibits harassment that creates a hostile work environment or results in adverse employment actions, such as firing or demotion.
• Age Discrimination in Employment Act (ADEA): Under the U.S. Equal Employment Opportunity Commission, the ADEA protects employees who are 40+ years old from discrimination on the basis of age (“ageism”). 
• Americans with Disabilities Act (ADA): The ADA prohibits employers from discriminating against qualified individuals with disabilities and requires businesses to provide reasonable accommodations to help disabled employees perform their job responsibilities. 

By taking proactive measures to prevent harassment and discrimination and securing representation from an experienced workplace discrimination attorney, employers can navigate these challenging situations more effectively and protect their businesses from costly litigation and reputational damage.

Common Defenses Against Workplace Discrimination & Harassment

When facing allegations of workplace harassment or discrimination, there are a number of different defense strategies that can be argued for employers, such as:

• Lack of discriminatory intent: Employers can argue that any adverse employment actions were based on legitimate, non-discriminatory reasons, such as poor job performance, misconduct, or business necessity.
• Prompt and appropriate corrective action: If an employer can demonstrate that they took prompt and appropriate action to address the alleged harassment or discrimination once they became aware of it, they may be able to avoid liability.
• Failure to utilize internal complaint procedures: If an employee failed to follow the complaint procedures established by the employer, the employer may argue that they were not allowed to address the issue and resolve it internally before the lawsuit was filed.
• Statute of limitations: If the employee's claim is filed after the applicable statute of limitations has expired, the employer may be able to argue that the claim should be dismissed as untimely.
• Employee's failure to mitigate damages: Employers can argue that the employee failed to take reasonable steps to minimize the harm caused by the alleged harassment or discrimination, such as seeking alternative employment or requesting a transfer within the company.

Remember, it’s important to consult with a qualified workplace harassment attorney before making any legal decisions, as they can use their comprehensive knowledge of local, state, and federal employment laws to employ the most effective strategy on your behalf.

Contact Our Manhattan Workplace Harassment & Discrimination Lawyer

Our accomplished advocates at KI Legal have extensive experience representing hardworking business owners and employers throughout Manhattan and nationwide. No case is too big or small, and our firm will go to whatever lengths necessary to fight for justice on your behalf. 

Our skilled litigators, many of whom have invaluable experience as  litigators, prepare every case for trial and will stop at nothing to defend your hard-earned reputation. Reach out to our office to learn how our workplace discrimination attorneys can collaborate closely with you to restore your peace of mind and financial security.   

Defending against allegations of workplace misconduct requires experienced representation. Call (646) 766-8308 to discuss your case with a Manhattan workplace harassment & discrimination lawyer.