New York City Racial Discrimination Lawyers Fight Discriminatory Employment Practices

New York City racial discrimination lawyers, like the ones at Leeds Brown, know that racial discrimination is pervasive in the workplace. In 2015, the EEOC received approximately 40,000 charges of discrimination based on race, national origin or color.

Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 makes employment discrimination illegal. Various New York State and New York City antidiscrimination statutes also provide legal protection.

Title VII and other federal laws make it unlawful for a covered employer to make an employment-related decision based on an individual’s sex, race, national origin, age, creed, pregnancy or disability.

In New York City it is also unlawful to make an employment-related decision based on an individual’s sexual orientation, gender identity, status as caretaker, and other characteristics.

Employment Discrimination Persists Even with these Laws in Place

Unfortunately, Title VII and multiple state laws have not eliminated employment discrimination. In fact, charges of race discrimination occur more than any other form of discrimination including gender and disability.

Race discrimination can be hard to detect because it is often the result of a pattern of seemingly innocuous comments. Other times, you simply may not know the real reason an employer made a particular decision.

It is important to contact the employment attorneys at Leeds Brown if you think you may be the victim of New York City racial discrimination. We can help determine whether or not your prospective or current employer is acting in an unlawful manner.

Experienced Racial Discrimination Attorneys

Our NYC race discrimination attorneys have decades of experience representing workers in various actions against their employers. We have the ability to conduct thorough investigations and recognize when a pattern of behavior is discriminatory or when policies result in an adverse impact on a particular race. Leeds Brown takes a passionate and aggressive approach to racial discrimination cases and is not afraid to take your matter to trial if that is what is necessary to secure the outcome you deserve.

Title VII Prohibits a Wide Range of Race Discrimination

Title VII applies to employers who have 15 or more employees. New York City race discrimination prohibitions apply to employers with 4 or more employees.

The laws prohibit many different forms of race discrimination. Title VII makes it unlawful to make any employment decision based on the following:

  • Physical characteristics associated with race – Discrimination based on a person’s color, weight, size, hair or facial feature can be unlawful if the characteristic is one that people commonly associate with a particular race.
  • Race-linked illness – A discriminatory policy or practice that involves a disease or illness that primarily or disproportionately affects a particular race may be unlawful. For example, a policy of not hiring employees with sickle cell anemia may discriminate against African-Americans.
  • Culture – A policy or behavior that discriminates against a person’s name, clothing, accent or another cultural factor may be unlawful.
  • Ancestry – Discrimination against all people of Russian ancestry would be unlawful.
  • Perception – Title VII prohibits discrimination based on the perception that a person is of a particular ethnic group. A person does not necessarily have to be a member of the race.
  • Association – An employer may not discriminate against someone because they associate with someone of a certain race. For instance, an employer may not refuse to promote a Caucasian because she is married to someone of Asian or Middle Eastern descent or has a bi-racial family.
  • Reverse discrimination – it is unlawful to discriminate against Caucasians under Title VII.

Disparate Treatment and Disparate Impact are Both Race Discrimination

There are essentially two forms of New York City racial discrimination in the workplace. Disparate treatment and disparate impact.

Disparate treatment occurs when an employer makes a job decision because of a person’s race. A job decision includes hiring, firing, training, promoting, disciplining, paying, assigning tasks, assigning territory, providing benefits, and nearly any other work-related issue. A disparate treatment claim might involve an employer who only promotes white people to supervisory positions or an employer who does not permit non-whites to meet with customers.

Disparate impact discrimination occurs when an employer’s policies appear to be neutral but disproportionately impact one race. For example, a company may have a policy requiring all employees be of a certain minimum height. This policy may disparately impact Asian or Latino men. A company may have a policy requiring all workers to be clean shaven. This policy may disparately impact African-American men who are more likely to suffer from a painful skin condition made worse by shaving.

New York City Racial Harassment is a Form of Discrimination

Harassment is also considered to be race discrimination when it is so pervasive or threatening that it creates a hostile work environment. To determine whether or not specific behavior rises to the level of New York City race discrimination, administrative agencies, and courts consider factors like:

  • The frequency and severity of the conduct
  • Whether the conduct was threatening
  • If the conduct interfered with the victim’s work and how much
  • The context in which the offensive conduct occurred

New York City Race Discrimination Attorneys Help Victims File Claims

If you do think you may be experiencing race discrimination in the workplace, it is imperative that you have an attorney who can examine the facts of your case and help you proceed in the proper way. The New York City race discrimination lawyers at Leeds Brown know precisely what to look for to determine quickly whether your employer has mistreated you. We understand that race discrimination is sometimes difficult to detect and have the resources examine your employer’s policies and practices closely, and uncover patterns of unlawful conduct or disparate outcomes.

Our attorneys also understand the specific procedures and laws that govern race discrimination cases. For example, if you have been the victim of racial harassment or discriminatory employment practices, did you know that you must file claims with administrative agencies before proceeding with any civil case? Leeds Brown lawyers can help determine what federal laws, state laws, and agency rules best apply to your particular matter and can make sure you file your claim with the correct agency in a timely and proper manner.

Contact Leeds Brown – Experienced New York City Racial Discrimination Lawyers

At Leeds Brown, our attorneys are intimately familiar with the signs of race discrimination because we have been representing victims of New York City race discrimination for decades. We have a proven track record of obtaining successful outcomes for our clients. Our team-based and hands-on approach means that your case receives the attention it deserves and that you can have peace of mind.

Reach out to Leeds Brown at 1-800-585-4658 for a free case evaluation. Someone is available to take your call 24/7. Let our New York City race discrimination attorneys help navigate your employment discrimination matter and begin working towards securing the outcome you deserve. Call Leeds Brown today.