A New York employment discrimination lawyer can help you across New York State.
You don’t have to live in the same city or county as your employment discrimination lawyer does. This video might help explain why talking with many employment lawyers about facts instead of conclusions is so important:
Video transcript on why it’s so important to speak with employment lawyers at some length to determine whether discrimination may have motivated an employment action:
Hi, I’m Jonas Urba, a New York employment lawyer, here with Employment Law Reality Check. Is race discrimination at play in your workplace? Maybe. It’s a question that comes up quite a bit. Many times I’ll hear someone say “I was discriminated”. That is not a fact by itself. Facts are what prove your case. For example, let’s say that new management took over at your job and you notice that minorities are losing their jobs. The fact that more people who are minorities are being let go or are forced to quit is a fact. But stating, “I was discriminated” is a conclusion. And conclusions don’t prove cases. So, what we look for is whether you were paid less than non-minorities? Was it because of your race that you were not promoted? Those are facts. And facts are what circumstantial evidence and motivation is made of. For example, we don’t usually have employers or managers saying “I don’t like someone because of their race” or using racial negative words. That usually doesn’t happen. What we usually see is that the facts, for example of who’s paid how much, how many people are being fired, how many people are being promoted, and what the actual demographics of a workplace is, those are the facts that we are most interested in. Many times someone will call me and I notice that they are not even saying anything about race discrimination. And I realize that they don’t even realize that it’s race discrimination. A lot of times I might be the person who points out “do you think it might have been race”? And all of a sudden the person starts telling me some incidents or they reveal some emails or they’ll reveal a recent performance evaluation or something that indicates that it may have been race. We never know for sure whether it was motivated by race. Whether you were not promoted or fired because of your race. We’re looking for the motivations of an employer and why they did something. And that’s usually circumstantial evidence. It’s not like direct evidence where someone tells you something. It’s something that we gather from all of the information that you provide to a lawyer. So the best thing to do if you lose your job or you’re not promoted or something is going on at work that doesn’t seem right, just stating that it’s discrimination by itself is not gonna do it. You’ll have to come up with some facts to support that. But if you call a lot of employment lawyers, you start speaking with employment lawyers, many lawyers will ask you questions, they will ask you very direct questions, and the conversation may lead to a plausible theory of discrimination. You need a plausible theory of discrimination to prove race discrimination or some other type of discrimination. Best thing you can do? Call a bunch of employment lawyers. You can call me. My name’s Jonas Urba, I serve the entire state of New York and I can be reached at (212) 731-4776. Attorney Advertising.
Urba Law PLLC’s principal office is in the MetLife Bldg. of Manhattan.
But most of its clients are far from New York City.
Over 20 years of employment law experience.
Almost 20 years of experience representing clients virtually or remotely.
Urba Law handles employment discrimination and severance matters for Buffalo, at the Canadian Border, New York City, and all places in between
Do you need help with a severance, noncompetition or PIP agreement?
- Severance agreements – Flat fees to review, advise, and/or draft agreements.
- Performance improvement plans – Flat fees to review, advise, and/or draft rebuttals.
- Noncompetition and nonsolicitation agreements – Flat fees to review and advise on the best course of action to take with your past, current, or prospective employer. Litigation fees depend on your goals and the chosen venue.
Watch video below. More than 50 are posted on YouTube at Employment Law Reality Check.
As an employment discrimination litigation firm, Urba Law PLLC handles employment litigation matters for clients hundreds of miles from New York City. Title VII, the New York State Human Rights Law, and the Americans with Disabilities Act are the laws under which many cases are filed. They include:
- Race discrimination
- Gender discrimination
- Disability discrimination
- LGBTQ discrimination
- Hostile workplaces which sometimes include multiple protected classes.
Punitive damages and attorneys’ fees may be awarded in all employment discrimination complaints before the New York State Division of Human Rights which agency’s law usually requires filing within 1 year of an adverse employment action, often the date of termination.
Wage and hour litigation often relates to:
- Improperly classified salaried employees who are owed overtime pay
- New York has a 6-year statute of limitations for unpaid overtime, liquidated damages which might double the wages owed, plus attorneys’ fees and costs
These cases were the bread and butter cases for many law firms pre-COVID and will likely continue to be strong claims with strong facts supported by documentation.
Enforceable severance agreements are a big part of employment discrimination litigation. Even post-resolution, settlement is irrelevant if a plaintiff cannot collect on their agreement. In most cases defense lawyers prepare those agreements. Urba Law PLLC enjoys defending small employers on occasion, which makes it a more effective complainant’s and plaintiff’s firm. Always ask a prospective law firm whether it represents your current or former employer. All lawyers will automatically stop talking with you when they see a potential conflict of interest.