Your civil rights are fundamental protections from an overreach of government power and unlawful conduct by private parties. Conover Law Offices stands firm against unjust, demeaning and discriminatory practices. Our experienced attorneys work diligently to investigate incidents of unlawful treatment to build an effective case. Our lawyers thoroughly understand the laws related to your civil rights, and handle all types of state and federal claims. We provide reassurance to clients seeking reliable legal advice and determined representation. We have a solid record of success in obtaining injunctive relief in the form of court orders to end violations, as well as monetary damages.
City, state and federal statutes enforce civil rights against employers and other private parties
The New York City Human Rights Law (NYCHRL) is among the most protective and inclusive civil rights statute. It covers all employers in NYC with four or more employees regardless of whether employees are full-time or part-time, permanent or temporary, paid on the books or off the books, or are paid or unpaid interns. Employers cannot discriminate against job applicants or employees based on their age, immigration status, arrest or conviction record, caregiver status, color, credit history, salary history, disability, gender, gender identity or expression, marital or partnership status, national origin, pregnancy, race, religion/creed, sexual orientation, status as a current or former military service member, status as victim of domestic violence, sexual violence, or stalking, and unemployment status. The landmark federal Civil Rights Act of 1965 removed many barriers to equal protection that existed due to state laws that had institutionalized discrimination. Since then, Congress has passed additional protections to outlaw discriminatory practices. Conover Law Offices handles claims of discrimination related to any of the following:
- Age (NYCHRL, ADEA)
- Disability (NYCHRL, ADA)
- Equal compensation (NYCHRL, Title VII, EPA, Lily Ledbetter Act, FLSA)
- Genetic information (NYCHRL, Genetic Information Nondiscrimination Act of 2008)
- National origin (NYCHRL, Title VII)
- Pregnancy (NYCHRL, Title VII, FMLA)
- Race, ethnicity, color (NYCHRL, Title VII)
- Religion (NYCHRL, Title VII)
- Gender, gender identity or expression (NYCHRL, Title VII)
- Sexual harassment (NYCHRL, Title VII)
- Sexual orientation (NYCHRL, Title VII)
- Arrest or conviction record (NYCHRL)
- Caregiver status (NYCHRL)
- Status as victim of domestic violence, sexual violence, or stalking (NYCHRL)
- Workplace retaliation (NYCHRL, Title VII, ADEA, ADA, EPA)
If you’ve experienced discrimination, you should consult a knowledgeable attorney as quickly as possible. Failure to file your claim with the Equal Employment Opportunity Commission (EEOC) within 300 days of the discriminatory act may cost you the right to file in Federal court, but, typically, you have three years from the date of the discriminatory act to file a claim in state court.
Complaints to the Equal Employment Opportunity Commission and settlement negotiations
Before a discrimination lawsuit can be pursued against an employer in federal court, a Charge of Discrimination must be filed with the Equal Employment Opportunity Commission (EEOC), and, typically, it must issue a Notice of Right to Sue. At Conover Law Offices, we work to resolve your discrimination case out of court, but if litigation is necessary, we are fully prepared to present your case in court with clarity and conviction. Typically, but not in all cases, an EEOC charge must be filed within 300 days of the adverse employment action.
Contact us at 646-916-4945