Serving Businesses Since 1992

Discrimination Attorney in Nassau County

Garden City Attorneys Fighting for Nassau County Employees Since 1992

Workplace discrimination can upend a career, a livelihood, and a sense of dignity. At Rosenberg Fortuna Filosa & Laitman, LLP, we represent Nassau County, NY employees facing discrimination in hiring, promotion, discipline, and termination. Our Garden City office has served clients throughout Nassau County since 1992, and our litigation team has handled employment matters before state and federal courts, including the New York State Court of Appeals.

Our boutique structure means you work directly with experienced attorneys. Cases aren’t handed off to junior staff, and you know who is working on your matter.

Call our Nassau County workplace discrimination attorneys at (516) 228-6666 to discuss your situation. We represent employees before the EEOC, the New York State Division of Human Rights, and in court.

Recognizing Workplace Discrimination

Discrimination doesn’t always look the same. Federal law prohibits discrimination based on race, color, national origin, religion, sex, disability, and age (40 and older). The New York State Human Rights Law extends those protections further, covering sexual orientation, gender identity, marital status, pregnancy, familial status, military status, immigration status, and status as a domestic violence victim.

Discriminatory conduct can take many forms:

  • Hiring and promotion decisions based on a protected characteristic rather than qualifications
  • Unequal pay or job assignments applied differently across protected groups
  • Demotion or termination motivated by race, age, disability, or another protected class
  • Hostile work environment created through severe or pervasive discriminatory conduct
  • Retaliation for reporting discrimination, filing a complaint, or participating in an investigation

New York is an at-will employment state, meaning employers can generally end employment for any reason. What they can’t do is terminate or otherwise disadvantage an employee because of a protected characteristic. Retaliation for opposing discrimination is independently prohibited under both federal and state law.

Federal & New York State Laws Protecting Nassau County Employees

Employees in Nassau County are protected by overlapping layers of federal and state law. Which statutes apply to your situation matters, because they carry different coverage thresholds, protected categories, and available remedies.

Federal Protections

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, national origin, religion, and sex, and applies to employers with 15 or more employees. The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities and requires employers to provide reasonable accommodations, absent undue hardship. The Age Discrimination in Employment Act (ADEA) protects workers 40 and older from age-based adverse employment actions.

New York State Protections

The New York State Human Rights Law applies to all employers in the state regardless of size and covers more protected characteristics than federal law, including sexual orientation, gender identity, and immigration status. New York also prohibits sexual harassment by all employers, regardless of workforce size, a standard that exceeds the federal threshold. Because state law often provides broader protections than federal minimums, forum selection is a meaningful strategic decision.

Filing Deadlines for Nassau County Discrimination Claims

Strict deadlines govern discrimination claims, and missing one can bar recovery entirely. Because New York is a deferral state, EEOC charges must generally be filed within 300 days of the discriminatory act. Complaints filed with the New York State Division of Human Rights (NYSDHR) must be filed within one year of the act.

There’s an important strategic consideration here. Under amendments to the New York State Human Rights Law enacted in 2019, employees may file a civil lawsuit directly in court within three years of the discriminatory act, without first filing an administrative complaint. However, an employee who files with the NYSDHR generally can’t also pursue the same claim in court. Choosing the right forum early can shape the trajectory of a claim. Consulting an attorney promptly after a discriminatory act can help preserve available options.

What Nassau County Employees May Recover

Employees who prevail in discrimination claims may be entitled to a range of relief. Courts and agencies may award back pay for lost wages, front pay where reinstatement isn’t feasible, reinstatement to a prior position, compensatory damages for emotional distress, punitive damages, and attorney’s fees. Under the New York State Human Rights Law, there’s no statutory cap on compensatory or punitive damages, which can make state court an attractive forum for strong claims. The EEOC may also seek injunctive relief requiring an employer to change discriminatory policies or practices. The availability and amount of any award depends on the facts of the case, the applicable law, and the chosen forum.

Contact Our Nassau County Discrimination Attorneys

Rosenberg Fortuna Filosa & Laitman, LLP represents employees throughout Nassau County in workplace discrimination matters before the EEOC, the New York State Division of Human Rights, and in New York State and federal court. Call us at (516) 228-6666 or reach out through our online contact form to schedule a consultation and discuss your rights.

Don’t wait to get answers. Filing deadlines in discrimination cases are strict, and your options can narrow the longer you wait. Call (516) 228-6666 or contact us online to speak with a Nassau County discrimination attorney today.

Why Nassau County Employees Choose Rosenberg Fortuna Filosa & Laitman, LLP

Employment cases sometimes outlast the administrative stage. When a claim proceeds to litigation or appeal, the depth of the firm handling it matters. Here’s what we bring to discrimination cases in Nassau County:

  • Administrative & Litigation Experience
    We’ve litigated employment and discrimination matters before the EEOC, the NYSDHR, New York State courts, and federal courts.
  • Appellate Capability
    Our appellate practice group has appeared before the New York State Court of Appeals. Most employment-focused firms can’t offer that if a case needs to go further.
  • Defense-Side Insight
    We’ve represented employers responding to discrimination claims as well as employees bringing them. That perspective informs how we build employee-side cases and anticipate defense strategy.
  • Direct Attorney Access
    Our boutique structure means your case is handled by experienced attorneys, not delegated to junior associates. You know who is working on your matter.
  • Integrated Practice
    When discrimination intersects with a severance agreement, a non-compete, or a corporate restructuring, we handle those issues within the same firm rather than referring you out.

Types of Workplace Discrimination We Handle in Nassau County

Our employment law practice covers the full range of discrimination claims that arise in Nassau County workplaces. Each type involves distinct legal standards, evidentiary requirements, and applicable statutes. The most common categories we handle include:

  • Race Discrimination under Title VII and the New York State Human Rights Law
  • Age Discrimination under the ADEA and state law, protecting workers 40 and older
  • Gender & Pregnancy Discrimination including pay equity and parental leave disputes
  • Disability Discrimination and reasonable accommodation claims under the ADA and NYSHRL
  • Religious Discrimination including failure to accommodate sincerely held religious beliefs
  • Sexual Orientation & Gender Identity Discrimination under federal and New York State protections

If you’ve experienced adverse treatment at work that may be connected to one of these characteristics, contact Rosenberg Fortuna Filosa & Laitman, LLP at (516) 228-6666 to discuss whether you may have a claim.

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