Why Choose Us?

Fearless Justice LLC advocates for employees across Westchester County whose workplace rights have been violated. Our attorneys draw on years of defense-side experience to anticipate employer strategies and build strong, strategic claims. We provide clear guidance and steady representation from consultation through resolution.

  • Former defense-side attorneys with insight into employer tactics
  • Deep knowledge of New York and federal employment laws
  • Clear explanations without legal jargon
  • Regular case updates and responsive communication
  • Committed advocacy from start to finish

Fearless Justice LLC represents employees throughout Westchester County, including White Plains, Yonkers, New Rochelle, Mount Vernon, Purchase, and the greater New York metro area. If you are facing discrimination, harassment, retaliation, or wrongful termination, understanding your rights under New York law is the first step toward protecting your livelihood.

What Types of Employment Cases Does Fearless Justice LLC Handle?

Our firm focuses exclusively on representing employees who have experienced unlawful treatment at work. We handle cases involving discrimination, harassment, retaliation, wrongful termination, and violations of leave laws.

  • Workplace Discrimination: New York law prohibits discrimination based on race, national origin, sex, gender identity, sexual orientation, age, disability, religion, pregnancy, marital status, military status, and other protected characteristics. Discrimination can take many forms, from hiring and firing decisions to promotions, compensation, and day-to-day treatment.
  • Retaliation: Employers cannot punish you for reporting discrimination or harassment, filing complaints with HR or external agencies, participating in investigations, requesting accommodations, or engaging in other protected activities.
  • Harassment: Workplace harassment based on protected characteristics violates state, city and federal law. This includes sexual harassment as well as harassment based on race, religion, disability, age, and other traits. Employers have a legal obligation to prevent and address harassment.
  • Unlawful Termination: While New York is an at-will employment state, employers cannot fire you for discriminatory reasons, in retaliation for protected activities, or for other unlawful reasons. If your termination appears connected to a complaint, leave request, a disability disclosure, or another protected factor, you may have a wrongful termination claim.
  • Leaves of Absence: Eligible employees are entitled to job-protected leave under the Family and Medical Leave Act (FMLA), New York Paid Family Leave, and anti-discrimination laws. Employers who interfere with leave rights, deny legitimate requests, or retaliate against employees for taking leave can be held liable.

What Laws Protect New York Employees From Workplace Violations?

New York employees are protected by overlapping federal, state, and local laws. Each has different procedures and deadlines.

Federal Employment Laws

Federal laws generally apply to employers with 15 or more employees, or 20 for age claims. Key statutes include:

  • Title VII of the Civil Rights Act of 1964
  • Americans with Disabilities Act of 1990
  • Age Discrimination in Employment Act of 1967

Federal claims typically require filing a charge with the Equal Employment Opportunity Commission before going to court.

New York State Human Rights Law

The New York State Human Rights Law applies to all employers regardless of size. This expanded coverage ensures that even employees of small businesses have protection. The law:

  • Covers broader protected categories
  • Does not require harassment to be severe or pervasive
  • Allows employees to file in court without first going through an agency process

Employees may also file complaints with the New York State Division of Human Rights.

Local Protections

Employees in this region may also be protected under:

  • New York City Human Rights Law
  • Westchester County Human Rights Law

These local laws often provide additional remedies and broader definitions of unlawful conduct.

How Does the Employment Claim Process Work in New York?

The path forward depends on the type of violation and which laws apply. In many cases, employees must file an administrative complaint before bringing a lawsuit, though this is not always required.

For federal claims, this typically means filing a Charge of Discrimination with the Equal Employment Opportunity Commission (EEOC). The EEOC may conduct an investigation, attempt mediation and ultimately issue a Notice of Right to Sue if the matter cannot be resolved administratively.

For state claims under the New York Human Rights Law, you have options. You may file a complaint with the New York State Division of Human Rights, which will investigate and may hold a hearing. Alternatively, you may bypass the administrative process and file directly in state court, which allows for jury trials and potentially broader remedies.

Time limits for filing claims vary. Federal EEOC charges must generally be filed within 300 days of the discriminatory act. As of February 15, 2024, state claims filed with the Division of Human Rights or in court have a three-year deadline, expanded from the previous one-year limit. Consulting with an attorney promptly helps ensure you preserve all available options.

What Compensation Is Available in Employment Law Cases?

Employees who prove unlawful workplace conduct may recover financial and non-financial remedies.

Potential remedies include:

  • Back pay for lost wages and benefits
  • Front pay for future lost earnings
  • Compensation for emotional distress
  • Punitive damages in certain cases
  • Attorney fees and litigation costs

Courts may also order:

  • Reinstatement
  • Policy changes
  • Removal of negative records from personnel files

The specific remedies depend on the law invoked and the circumstances of the case.

Talk to a Westchester County Employment Lawyer

If you believe your employer has violated your rights, we can help you understand your options. Contact Fearless Justice LLC for a consultation. We will review your situation, explain what the law says, and give you an honest assessment of your case.

Frequently Asked Questions

How long do I have to file an employment discrimination claim in New York?

Time limits vary depending on where you file. For federal claims filed with the EEOC, in many cases you may have 300 days from the discriminatory act if New York state or local laws apply as well. Federal only claims can have a deadline as short as 180 days.  For state claims filed with the New York State Division of Human Rights or directly in court, you now have three years following legislative changes that took effect in February 2024. Certain claims may have shorter deadlines, so consulting with an attorney promptly helps ensure you preserve all options.

Can I be fired for reporting discrimination to HR?

No. Terminating an employee for reporting discrimination, harassment, or other unlawful conduct is illegal retaliation under federal and New York law. If you were fired after making a complaint, whether to HR, management, or an external agency, you may have grounds for both a discrimination claim and a separate retaliation claim.

What if my employer claims I was fired for performance reasons?

Employers frequently cite performance issues to justify terminations. However, these justifications can often be challenged by showing that performance was not a concern before you engaged in protected activity, that the employer’s explanation is inconsistent or shifted over time, or that similarly situated employees without your protected characteristic were treated more favorably. We are experienced at identifying and exposing such pretextual explanations.

Employment Law

Why Choose Us?

Fearless Justice LLC advocates for employees across Westchester County whose workplace rights have been violated. Our attorneys draw on years of defense-side experience to anticipate employer strategies and build strong, strategic claims. We provide clear guidance and steady representation from consultation through resolution.

  • Former defense-side attorneys with insight into employer tactics
  • Deep knowledge of New York and federal employment laws
  • Clear explanations without legal jargon
  • Regular case updates and responsive communication
  • Committed advocacy from start to finish

Fearless Justice LLC represents employees throughout Westchester County, including White Plains, Yonkers, New Rochelle, Mount Vernon, Purchase, and the greater New York metro area. If you are facing discrimination, harassment, retaliation, or wrongful termination, understanding your rights under New York law is the first step toward protecting your livelihood.

What Types of Employment Cases Does Fearless Justice LLC Handle?

Our firm focuses exclusively on representing employees who have experienced unlawful treatment at work. We handle cases involving discrimination, harassment, retaliation, wrongful termination, and violations of leave laws.

  • Workplace Discrimination: New York law prohibits discrimination based on race, national origin, sex, gender identity, sexual orientation, age, disability, religion, pregnancy, marital status, military status, and other protected characteristics. Discrimination can take many forms, from hiring and firing decisions to promotions, compensation, and day-to-day treatment.
  • Retaliation: Employers cannot punish you for reporting discrimination or harassment, filing complaints with HR or external agencies, participating in investigations, requesting accommodations, or engaging in other protected activities.
  • Harassment: Workplace harassment based on protected characteristics violates state, city and federal law. This includes sexual harassment as well as harassment based on race, religion, disability, age, and other traits. Employers have a legal obligation to prevent and address harassment.
  • Unlawful Termination: While New York is an at-will employment state, employers cannot fire you for discriminatory reasons, in retaliation for protected activities, or for other unlawful reasons. If your termination appears connected to a complaint, leave request, a disability disclosure, or another protected factor, you may have a wrongful termination claim.
  • Leaves of Absence: Eligible employees are entitled to job-protected leave under the Family and Medical Leave Act (FMLA), New York Paid Family Leave, and anti-discrimination laws. Employers who interfere with leave rights, deny legitimate requests, or retaliate against employees for taking leave can be held liable.

What Laws Protect New York Employees From Workplace Violations?

New York employees are protected by overlapping federal, state, and local laws. Each has different procedures and deadlines.

Federal Employment Laws

Federal laws generally apply to employers with 15 or more employees, or 20 for age claims. Key statutes include:

  • Title VII of the Civil Rights Act of 1964
  • Americans with Disabilities Act of 1990
  • Age Discrimination in Employment Act of 1967

Federal claims typically require filing a charge with the Equal Employment Opportunity Commission before going to court.

New York State Human Rights Law

The New York State Human Rights Law applies to all employers regardless of size. This expanded coverage ensures that even employees of small businesses have protection. The law:

  • Covers broader protected categories
  • Does not require harassment to be severe or pervasive
  • Allows employees to file in court without first going through an agency process

Employees may also file complaints with the New York State Division of Human Rights.

Local Protections

Employees in this region may also be protected under:

  • New York City Human Rights Law
  • Westchester County Human Rights Law

These local laws often provide additional remedies and broader definitions of unlawful conduct.

How Does the Employment Claim Process Work in New York?

The path forward depends on the type of violation and which laws apply. In many cases, employees must file an administrative complaint before bringing a lawsuit, though this is not always required.

For federal claims, this typically means filing a Charge of Discrimination with the Equal Employment Opportunity Commission (EEOC). The EEOC may conduct an investigation, attempt mediation and ultimately issue a Notice of Right to Sue if the matter cannot be resolved administratively.

For state claims under the New York Human Rights Law, you have options. You may file a complaint with the New York State Division of Human Rights, which will investigate and may hold a hearing. Alternatively, you may bypass the administrative process and file directly in state court, which allows for jury trials and potentially broader remedies.

Time limits for filing claims vary. Federal EEOC charges must generally be filed within 300 days of the discriminatory act. As of February 15, 2024, state claims filed with the Division of Human Rights or in court have a three-year deadline, expanded from the previous one-year limit. Consulting with an attorney promptly helps ensure you preserve all available options.

What Compensation Is Available in Employment Law Cases?

Employees who prove unlawful workplace conduct may recover financial and non-financial remedies.

Potential remedies include:

  • Back pay for lost wages and benefits
  • Front pay for future lost earnings
  • Compensation for emotional distress
  • Punitive damages in certain cases
  • Attorney fees and litigation costs

Courts may also order:

  • Reinstatement
  • Policy changes
  • Removal of negative records from personnel files

The specific remedies depend on the law invoked and the circumstances of the case.

Talk to a Westchester County Employment Lawyer

If you believe your employer has violated your rights, we can help you understand your options. Contact Fearless Justice LLC for a consultation. We will review your situation, explain what the law says, and give you an honest assessment of your case.

Frequently Asked Questions

How long do I have to file an employment discrimination claim in New York?

Time limits vary depending on where you file. For federal claims filed with the EEOC, in many cases you may have 300 days from the discriminatory act if New York state or local laws apply as well. Federal only claims can have a deadline as short as 180 days.  For state claims filed with the New York State Division of Human Rights or directly in court, you now have three years following legislative changes that took effect in February 2024. Certain claims may have shorter deadlines, so consulting with an attorney promptly helps ensure you preserve all options.

Can I be fired for reporting discrimination to HR?

No. Terminating an employee for reporting discrimination, harassment, or other unlawful conduct is illegal retaliation under federal and New York law. If you were fired after making a complaint, whether to HR, management, or an external agency, you may have grounds for both a discrimination claim and a separate retaliation claim.

What if my employer claims I was fired for performance reasons?

Employers frequently cite performance issues to justify terminations. However, these justifications can often be challenged by showing that performance was not a concern before you engaged in protected activity, that the employer’s explanation is inconsistent or shifted over time, or that similarly situated employees without your protected characteristic were treated more favorably. We are experienced at identifying and exposing such pretextual explanations.