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Civil Rights Litigation

The United States Constitution and certain federal laws guarantee and protect our civil rights. These rights include:

  • Freedom of Speech
  • Due Process of Law
  • Equal Protection of the Laws
  • Protection from Discrimination on the basis of race, color, religion, national origin, or sex
  • Protection from excessive force, police brutality or other police misconduct

We defend our clients from all forms of discrimination including but not limited to, Age, Race, Gender, Disability, 1st Amendment Freedom of Speech Rights, LGBT, the Equal Pay Act, and Sexual harassment. If a public agency denied you your constitutional rights or violated the law you may have legal protection. Our law firm has won significant amounts of financial compensation for civil rights clients who were:

Additional information in specific Areas of Civil Rights Law:

Title VII of the Civil Rights Act of 1964 (Title VII)

This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants’ and employees’ sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer’s business. Title VII also prohibits the creation of a work environment, in which employees are subject to hostile or abusive treatment by their supervisors, or co-workers. In addition to Title VII, individuals may bring discrimination suits pursuant to New York State Human Rights Law, and New York City Human Rights Law.

The Pregnancy Discrimination Act

This law amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The Equal Pay Act of 1963

This law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

The Age Discrimination and Employment Act of 1967 (ADEA)

This law protects people who are 40 or older from discrimination because of age. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. In addition to the ADEA, individuals may bring age discrimination suits pursuant to New York State Human Rights Law, and New York City Human Rights Law.

The Americans with Disabilities Act of 1990 (ADA)

This law makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer’s business. In addition to the ADA, individuals may bring disability discrimination suits pursuant to New York State Human Rights Law, and New York City Human Rights Law.

Sexual Harassment

It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.

Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.

Although the law doesn’t prohibit simple teasing, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

Individuals may bring sexual harassment suits pursuant to Title VII, New York State Human Rights Law, or New York City Human Rights Law.

 If you are in need of civil rights litigation, contact the experienced attorneys at Tand and Associats today.



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| Phone: 516-393-9151

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