Workplace Harassment and Hostile Work Environment Law
Bronson Lipsky LLP, with offices located in New York City, represents clients in all aspects of the employment relationship, including employment discrimination, sexual harassment, breach of contract, unpaid wages include overtime and employee benefits. In addition to individual cases, the firm’s attorneys have experience litigating class action multi-plaintiff suits.
Bronson Lipsky represents employees who are the victims of work place harassment and a hostile work environment. It is unlawful under New York, New Jersey and Federal law for your employer to allow harassment on the basis of your age, disability, gender, pregnancy, race, sexual orientation, religion or other legally protected characteristics. Employees are harassed in different forms, including being fired, demoted, denied a promotion or pay raise, and being subjected to discriminatory jokes, comments and epithets, and other action based on these legally protected characteristics.
Many employees who have been subjected to work place harassment or a hostile work environment often feel that ignoring or minimizing the wrongdoing is easier than taking action. In our experience, this can be a serious mistake. Instead, immediate action may be required to protect the employee’s rights and to prevent any escalation in the behavior. We can help our clients understand the potential benefits and costs of responding to threats, or harassment.
Taking formal legal action should be the last recourse taken to address injustice in the workplace. The process takes enormous time, energy and expense and can be stressful. This is exactly why we carefully consider each step: whether to take a case, reach an out-of-court settlement, or go to trial. In making each of these decisions, we have one goal: what is best for our client.
Case Screening and Evaluation
After you contact us, the first step is to arrange a telephone screening with an attorney. After you have spoken with an attorney over the phone, we may recommend meeting with you for an in person case evaluation. At that meeting, we will ask questions to determine your goals, your needs and the merits of your case. An evaluation does not guarantee that we will take the case, or that we will decide to litigate. No matter what course of action is decided, the consultation will provide you with expert advice on your next steps.
After the case evaluation, you will know whether you have a case, whether it is worth spending time and money pursuing what your rights are and what your employers’ rights are.