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The word discrimination itself is the prejudicial treatment of different categories of people based on their age, race, origin, etc. 

There are known several types of discrimination which include: 

• Age Discrimination.
• Disability Discrimination.
• Sexual Orientation.
• Status as a Parent.
• Religious Discrimination.
• National Origin.
• Sexual Harassment.
• Race, Color, and Sex

Unfortunately, nowadays discrimination occurs in different places. Starting from school, workplace, transportation, public spaces, restaurants, various private and public places. 

Most of the time, discrimination also occurs during employment whereas the person is rejected or ignored due to discrimination based on race, color, religion, sex, marital status, or origin.

Discrimination protection and laws

Considering that there are many anti-discrimination laws, it is still unavoidable to not see and feel discrimination in everyday life for several reasons and by different people. 

In such cases, it is really important to find a good attorney with who you can consult and share your discrimination situation. It is such a sensitive case that requires a professional of the field who knows the law and can evaluate your case carefully. 

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Employment discrimination

Employment discrimination is known as one of the most common types of discrimination that occurs in the workplace. It occurs in situations or cases when an employee is treated unfairly or differently from other employees due to several types of discrimination. 

One of the first anti-discrimination laws was the Civil Rights Act of 1866 which was written and destined to protect black people in workplaces, business, and other types of discrimination but unfortunately, this law was not enforced. But congress continued to focus its work on the expansion of anti-discrimination laws and as a result today there are laws that are protecting employees from discrimination based on origin, age, sex, pregnancy, marital status, etc. 

It is important to emphasize that the discrimination laws also prohibit harassment. In cases of harassment, it is highly recommended to contact and consult a professional lawyer, and the earlier you contact the lawyer the better. In many cases, employees decide to leave immediately the workplace if faced with harassment which unfortunately jeopardizes the whole situation since it gives the presumption that the employee is to be guilted and is the factor that caused the separation from the workplace. Therefore, in all cases being in contact and consulting with a qualified lawyer changes the whole aspect of the situation and protects you from all matters caused. 

Retaliation and discrimination

Except for different forms of discrimination, especially in the workplace what’s even more stressful for employees is retaliation especially when they’re in need to solve a workplace issue.

Anytime an employee is facing a problem or conflict at work, most of the time might be afraid to complain to the human resources department or send any complaint email to the management from the fear of retaliation.

Hence, the discrimination laws also have a focus on workplace retaliation since some of the strongest and sensitive claims of discrimination consist of workplace retaliation. 

Often, there might be an employee who has a clean disciplinary record at work and who never had any issue at the workplace but in case of a complaint or initiative to solve an issue might get fired which directly addresses a retaliation case.

Anytime you might deal with any type of discrimination at work or in any place, always consider finding a qualified lawyer who will take care of your case in the most professional manner and will take care of your case. 

If you are seeking aggressive representation, contact us today for a free consultation by calling

212-374-9786 or emailing at info@discriminationlawyertoday.com.

For the general public: This Blog/Website is made available by the law firm publisher, L&D Law PC, for educational purposes. It provides general information and a general understanding of the law but does not provide specific legal advice. By using this site, commenting on posts, or sending inquiries through the site or contact email, you confirm that there is no attorney-client relationship between you and the Blog/Website publisher. The Blog/Website should not be used as a substitute for competent legal advice from a licensed attorney in your jurisdiction.

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As we are aware life is full of surprises, and quite often, whether it is fault or not, accidents or unexpected events happen to us which can have health consequences for us. It is therefore more than necessary to consider our insurance and to be more assured that whenever we encounter unexpected situations we won’t have to worry much about covering medical expenses.

One of the most important insurance deals we must have is personal injury protection known also as no-fault insurance which is insurance coverage in case of car accidents. In case of a car accident the personal injury protection (PIP) covers your medical expenses and of your passengers. 

Personal injury protection covers: 

• Medical bills and expenses that arise from a car crash.
• Lost wages if you are unable to work due to injuries sustained from an accident.
• Services you can no longer perform because of an accident, such as house maintenance or child care.
• Funeral costs if an injury sustained from an accident leads to death.
• A small death benefit as a cash payout.

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Is it obligatory for me to have personal injury protection?

Even though personal injury protection is considered to be important insurance, in many states it is optional. In some states, you are obliged to have a minimum of personal injury protection on your insurance. 

Regardless of whether your state recommends or obliges a certain amount of PIP in your health insurance, it is still good to prioritize this type of insurance and insure yourself in the case for any time any accident case can happen to you or your family which in several times can lead to such great damage that even recovery might cost a lot. 

Therefore, it is recommended that you have a PIP so that in the event of an accident or any expense that will result after the accident you will not have to worry about the recovery cost or duration. 

Should I have personal injury protection if I have health insurance? 

It is recommended to have personal injury protection even if you have health insurance because PIP provides more benefits than health insurance. More specifically, personal injury protection covers lost wages and funeral costs. 

Personal injury protection provides lost wages compensation due to the inability of the injured to work. The PIP would give the injured person a certain amount of payment per week. 

Except for the lost wages, medical expenses and other loss income PIP also covers funeral costs after the accident, no matter who is at fault. 

Medical payments and PIP 

Before deciding about having personal injury protection it is important to understand it and have no uncertainties regarding its benefits. 

Although medical payments and PIP coverage might be similar there’s still a distinction between them. While medical payments mostly cover the medical bills that are the result of an accident, PIP covers more than that, except medical pays known as MedPay, PIP covers health costs, lost wages for you and the passengers who were with you in case of the accident and are injured too. 

If you are seeking aggressive representation, contact us today for a free consultation by calling

212-374-9786 or emailing at info@discriminationlawyertoday.com.

For the general public: This Blog/Website is made available by the law firm publisher, L&D Law PC, for educational purposes. It provides general information and a general understanding of the law but does not provide specific legal advice. By using this site, commenting on posts, or sending inquiries through the site or contact email, you confirm that there is no attorney-client relationship between you and the Blog/Website publisher. The Blog/Website should not be used as a substitute for competent legal advice from a licensed attorney in your jurisdiction.

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When we first meet people, three main things come to our attention immediately which are gender, race and age. While racism and sexism can be more noticeable, ageism is more subtle and happens more than we like and think. 

What is ageism?
First of, we should know that ageism does not refer to people older in age but also to younger people who join the workforce. As a matter of fact, according to Workplace Fairness, a lot of younger people and teens are not treated fairly in the workplace as they are considered reckless and inexperienced and in turn have lower wages than their colleagues of older ages. In short, ageism is discrimination against individuals or groups based on their age. 

Older people in the workplace are stereotyped to be “slower, less hearing, to have memory issues and less energy, be less able-bodied as younger employees”, and as called, these are only stereotypes. Letting go of people which are older in age might not be a huge deal for the employer, people over the age of 40 and 45 will have a much harder time to find another job rather than younger employees, which can be a huge issue of survival for a lot of people.

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How does age discrimination lawsuit in the workplace look like and how to deal with it?

Although we might not notice any issues at first, discrimination due to age in the workplace can look like this:

• You are being left out from important meetings with the staff and clients.
• You are passed on for learning opportunities; trainings and certifications provided by the company are now strictly going to much younger employees
• You are not assigned anything challenging or of importance to do
• Comments and jokes about age and stereotypes mentioned above
• No future for promotions or raises no matter the success in the workplace

Because of these issues, a lof of countries around the world have laws and amendments against dicrimination regarding age, and in the US, The Age Discrimination in Employment Act of 1967 (ADEA) was created to protect employees and possible workers who are over the age of 40 years against discrimination in the workplace based on age. This act includes hiring, dismissal, work assignments and promotion, but it is worth mentioning that this act does not include small businesses, as businesses with fewer than 20 employees are exempt from the ADEA. 

So, how to deal with it? First, we advise you to make complaints to the superiors and HR department. You should always know that the law is on your side and the government protects workers against discrimination.  If no action is taken, you can always consult some of our discrimination lawyers with experience in these fields and you can file a report or complaint to EEOC, and we can help you and guide you through the process. 

L & D Law P.C. employment discrimination lawyers in New York

It is tough to cope with a situation of employment discrimination since it causes stress and anxiety.  That said, a skilled employment lawyer will walk you through the process by laying out all pros and cons of your complaint as well as the most beneficial courses of action that bring successful outcomes. As a result, hiring a lawyer when filing an employment discrimination lawsuit is a crucial step in reaching justice for all the damage that you incurred. 

At L & D Law P.C., we take pride in our skilled and experienced staff members who are determined to work passionately and empathically to preserve your claims. Employment attorneys at L & D Law P.C. believe that employees deserve a safe working environment that provides fair treatment and compensation. We offer exceptional legal services with a focus on employment discrimination cases, including, sexual harassment, wrongful termination, and retaliation. 

For the general public: This Blog/Website is made available by the law firm publisher, L&D Law PC, for educational purposes. It provides general information and a general understanding of the law but does not provide specific legal advice. By using this site, commenting on posts, or sending inquiries through the site or contact email, you confirm that there is no attorney-client relationship between you and the Blog/Website publisher. The Blog/Website should not be used as a substitute for competent legal advice from a licensed attorney in your jurisdiction.

If you are seeking aggressive representation, contact us today for a free consultation by calling 212-374-9786 or emailing at info@discriminationlawyertoday.com.  

Sources: 

• https://www.topresume.com/career-advice/signs-of-ageism-in-the-workplace
• https://www.eeoc.gov/laws/guidance/fact-sheet-age-discrimination
• https://www.who.int/ageing/features/workplace-ageism/en/ 
• https://hbr.org/2020/11/gg-ascend-pub-11-11-how-old-is-old-enough 
• https://www.workplacefairness.org/age-discrimination 

Gender discrimination in the workplace has been prominent for a very long time. Title VII of the Civil Rights Act – makes it illegal for an employer to refuse to hire, terminate or otherwise discriminate against an individual with respect to compensation (pay), terms, conditions or privileges of employment because of race, color, religion, sex or national origin. Although economic stability including other factors during the last years had started to impact gender inequality positively in terms of working towards equal pay and more employment of women in sectors which are not “social sectors”, the COVID-19 pandemic economic crash has definitely created a huge gap in the progress.

“Across the globe, women earn less, save less, hold less secure jobs, are more likely to be employed in the informal sector. They have less access to social protections and are the majority of single-parent households. Their capacity to absorb economic shocks is therefore less than that of men.” Policy Brief: The Impact of COVID-19 on Women

Emerging evidence shows that women may be more severely affected by the pandemic. Quite a large percentage of women are strictly employed in sectors which require a lot of social physical interactions, so face-to-face work with clients or other employees, such as jobs in social work, in restaurants or as teachers etc. As you may well know, those were the sectors that were mostly impacted from the pandemic. That led to jobs not being available anymore, either the employees were completely dismissed, or there were large cuts in pay. 

Source: McKinsey & Company 

Women, especially single mothers, who have to also take care of children and work in the house, the majority of employers tend to withhold from taking women in as workers just because of that. As balancing personal life and work life can tend to be more difficult while working remotely, it shouldn’t be used to discriminate against women in the working sector. 

With women having less opportunities to work and be financially independent, high domestic violence cases have been reported. Being locked in and being financially dependent on toxic and abusive partners has caused a pandemic of its own.

So, what could companies and other workplaces do in these cases? First, there should be a mutual understanding between the employers and the employees that keeping the balance between work and personal life during the pandemic has become an issue.

The employer should provide proper paid sick leave days. This especially needs to be taken into consideration, as the overall health of all employees could be compromised from the virus.
There should be more flexibility with the working hours, as it has been now proven with the situation that employees can be more productive in their own time, and focus for 8 hours in the office is not always necessary. 

 How would a discrimination lawyer help?

The Gender Expression Non-Discrimination Act (GENDA) is a 2019 New York law, which on top of everything else, prevents discrimination in employment. You are protected by law and supported if you suspect that you lave been terminated from a job on false pretenses and possibly due to discrimination regarding your gender/sex.

A discrimination lawyer can be consulted and their expertise can determine whether or not you can file a discrimination suit on the employer.

L & D Law P.C. employment discrimination lawyers in New York

It is tough to cope with a situation of employment discrimination and especially gender discrimination in the workplace since it causes stress and anxiety.  That said, a skilled employment lawyer will walk you through the process by laying out all pros and cons of your complaint as well as the most beneficial courses of action that bring successful outcomes. As a result, hiring a lawyer when filing an employment discrimination lawsuit is a crucial step in reaching justice for all the damage that you incurred. 

What can you do to assert your rights? Hire a Lawyer.

No one deserves to face sexual harassment or gender discrimination in the workplace. Our attorneys are not only experienced and skilled, but we are also passionate about the work we perform and emphatically believe in taking each case personally so that we can be zealous advocates on behalf of each client. Our attorneys are responsible for recovering millions for our clients and pushing each case as far as we need to so as to ensure that justice is served. Our firm offers a risk-free, free of charge, consultation where we will go over your claims with you to see whether a case exists. Since there may be a number of time limitations on when you can file your claims, it is important that you waste no time to contact us at L & D Law P.C. (Liggieri & Dunisha).

For the general public: This Blog/Website is made available by the law firm publisher, L&D Law PC, for educational purposes. It provides general information and a general understanding of the law but does not provide specific legal advice. By using this site, commenting on posts, or sending inquiries through the site or contact email, you confirm that there is no attorney-client relationship between you and the Blog/Website publisher. The Blog/Website should not be used as a substitute for competent legal advice from a licensed attorney in your jurisdiction.

If you are seeking aggressive representation, contact us today for a free consultation by calling 212-374-9786 or emailing at info@discriminationlawyertoday.com.