Gender Discrimination
New York City Gender Discrimination Attorneys
For every Oprah Winfrey or Katie Couric, there are thousands of women who encounter real inequities and barriers to advancement in the workplace every day because of their gender. At Sack & Sack, Attorneys at Law, we represent women who are denied employment in male-dominated fields, passed over for promotions, paid less than men for equal work, or treated adversely for taking maternity leave or FMLA leave.
As employment law trial lawyers, we have fought and won hundreds of gender discrimination cases over the past 20 years. If you have a potential claim in New York City, Long Island or anywhere in New York state, contact us today for a free case evaluation and discussion of your legal options.
Successfully Proving Gender Discrimination
Our clients range from sales clerks to high-level managers and corporate executives. The specifics of each case are unique, but the common thread is a disdain for the contributions of female employees, a “boys club” mentality, and antiquated beliefs about women’s abilities to balance home and career.
Our first case involved a group of women at a supermarket who earned less than their male counterparts. At the urging of the judge (future Supreme Court Justice Sonia Sotomayor), we certified the case as a class action and subsequently won a huge settlement.
More recently, we represented a regional sales manager for a wireless carrier in a severance litigation case. After returning from maternity leave she complained about the frequency of the CEO’s “sales summits” — cross-country trips more centered on recreation than business. After her complaint, her commitment was questioned, and she endured derogatory comments about women and childrearing. She was given an ultimatum of attending the monthly summits or termination, while a male counterpart was excused from the five-day excursions. We rejected the measly severance offer of $75,000 (she had been earning $350,000 annually) and eventually settled the case for a much larger sum.
We welcome all gender discrimination cases, including:
- Equal pay disputes
- Retaliatory discharge for pregnancy or taking full maternity leave
- Glass ceiling lawsuits (failure to promote to senior management)
- Family and Medical Leave Act discrimination
- Women fired first in layoffs because they “don’t need to work”
Frequently Asked Questions About Gender Discrimination In New York
Employees seeking help from our employment law trial attorneys often have questions about their workplace experience. Our attorneys are ready to answer any questions about gender discrimination in the workplace, such as:
Is there a time limit for filing a gender discrimination claim in New York?
Yes. Under New York City Human Rights Law, the statute of limitations for filing a gender discrimination claim is three years. It is often crucial for employees exposed to gender discrimination at their workplace to file a claim before this deadline to recover maximum compensation. Failing to file a claim before this deadline can lead to lost damages.
How is the amount of damages determined in a gender discrimination case?
Employees may want to know whether their case has value. The value of a gender discrimination case is often decided by the amount of wages lost from the discrimination, the employee’s emotional distress and the lost benefits from a wrongful termination. Compensation may not be the only thing an employee receives from a successful gender discrimination case. An employee could also have their job reinstated and other compensation.
Can a company be held liable for gender discrimination if it was committed by an employee?
Yes. A company may have neglected to enforce policies that protect employees from gender discrimination, especially if an employer knew of the issue. A case can be built against a company for allowing discriminatory behavior to continue harming an employee.
What actions can I take if I believe I am being discriminated against based on my gender in the workplace in New York?
If an employee is facing gender discrimination at their workplace, they should keep all records of the harasser’s discriminatory behavior and seek immediate legal guidance. A company may not take the appropriate actions to resolve the issue – or even exacerbate the issue. Good records can give you the evidence needed to hold a harasser or company liable for economic and noneconomic damages.
The Glass Ceiling Is Still Intact
Call us at 212-702-9000 for a free initial consultation to explore possible claims. You can also contact us online. We take cases on a flat fee or contingency basis.