EMPLOYMENT ATTORNEYS ASSISTING BUSINESSES WRONGFULLY ACCUSED OF EMPLOYMENT DISCRIMINATION

At Akin Law Group, we represent both employees that have been victimized in serious workplace matters and employers wrongfully and/or mistakenly accused of wrongdoing in serious workplace matters. Representing both employees and employers provides the employment discrimination attorneys at the Akin Law Group a distinctive advantage; it allows us to better understand and predict how the other side thinks and is likely to act.

We provide a high level of personal attention to each client who comes through our door, regardless of whether the client is an employer or an employee. Regardless of who you are, regardless of the size of your business, you’re never just another name or number — you are a client of the Akin Law Group that needs and is entitled to strong legal guidance to navigate tough employment law issues.

DEFENDING AGAINST AN ACCUSATION OF EMPLOYMENT DISCRIMINATION

When dealing with issues of employment discrimination in the workplace, you need an employment attorney you can trust to fight for your rights, protect you and your business against wrongful claims of employment discrimination while keeping business sense in mind. Throughout our representation, we will always be mindful and conduct a cost-benefit analysis before each action is taken. You should be provided with optimum legal representation while keeping costs at a manageable level.

Title VII of the Civil Rights Act of 1964, Section 296 of the New York State Executive Law, and Sections 8-107 of the New York City Administrative Code all prohibit discrimination based on race, color, religion, national origin, sexual orientation, marital status, military status, criminal convictions, disability, and genetic information.  Although the statutes are passed for legitimate reasons, there are times when these statutes are abused. Hence, every person that brings a claim is not entitled to a recovery. Though some individuals are mistaken as to being discriminated against in bringing a claim, there are others that make up these claims to make a monetary recovery. A business must be able to differentiate between those with legitimate claims and those with fictitious claims.

When dealing with a fictitious claim, a wrongful allegation of employment discrimination, you must defend yourself to deter others from making false allegations in the future while keeping defense costs to a minimum. The first step is to conduct a thorough investigation regarding the alleged employment discrimination while refraining from any act that may be classified as retaliation, which will only add to your cost.

In addition to allegations of employment discrimination based on race, religion, color, creed, sex, sexual orientation and national origin, the attorneys at the Akin Law Group can also help defend you against other employment related claims, such as:

The Age Discrimination in Employment Act (ADEA)

Employers cannot discriminate based on a person’s age.

The Americans with Disabilities Act (ADA)

Prohibits discrimination based on an individual’s disability.

The Family and Medical Leave Act (FMLA)

Requires a covered employer to grant medical leave to an employee in certain circumstances and will be held liable for denying such a request.

Protect Woman from Pregnancy Discrimination Bill / Pregnancy Discrimination Act of 1978 

The New York Bill requires employers to provide reasonable accommodations for pregnant employees while the Federal Statute covers discrimination “on the basis of pregnancy, childbirth, or related medical conditions.”

The employment discrimination attorneys at the Akin Law Group can assist your business against claims of employment discrimination by conducting the required investigation, assist in reaching an amicable resolution with the employee and/or in defending the matter in Court if that becomes the better alternative.

HOW DO YOU DEFEND YOURSELF AGAINST A SEXUAL HARASSMENT ALLEGATION AT WORK?

When dealing with issues involving sexual harassment in the workplace, you need a sexual harassment attorney you can trust to fight for your rights, protect you and your business against wrongful claims of sexual harassment at work while keeping business sense in mind.

Title VII of the Civil Rights Act of 1964, the New York State Executive Law, and the New York City Administrative Code are all enacted to prevent sexual harassment in the workplace.  Although the statutes are sanctioned for legitimate reasons, there are times when these statutes are abused. Hence, every person that brings a claim of sexual harassment is not entitled to a recovery. Though some individuals are mistaken as to being sexually harassed while bringing a claim, there are others that simply make up allegations for malevolent reasons, whether it be to punish a co-worker and attempt to make a “quick-buck”. A business must be able to differentiate between those with legitimate sexual harassment claims and those with bogus sexual harassment allegations.

When dealing with a wrongful allegation of sexual harassment at work, you must defend yourself to deter others from making false allegations in the future while keeping defense costs to a minimum. The first step is to conduct a thorough investigation regarding the alleged sexual harassment while refraining from any act that can be classified as retaliation, which will only add to your cost.

The sexual harassment at work attorneys at the Akin Law Group can assist with the investigation, in reaching an amicable resolution with the employee and/or in defending the matter in Court if it becomes necessary.

ACCUSED OF VIOLATING THE FLSA; MINIMUM WAGE AND OVERTIME ISSUES?

When dealing with issues involving the Fair Labor Standards Act, New York Labor Law as it pertains to Minimum Wage, Overtime or Spread of Hours Claims, you need a wage and hour attorney you can trust to fight for your rights and protect your business.

When dealing with a wrongful allegation wage and hour violations, you must defend yourself to deter others from making false claims in the future while keeping defense costs to a minimum. The first step is to conduct a thorough investigation regarding the alleged hours of employment, wages paid, wage notifications provided, etc., while refraining from any act that can be classified as retaliation, which will only add to your cost.

The wage and hour attorneys at the Akin Law Group can assist with the investigation, in reaching an amicable resolution with the employee, in representing you against the Department of Labor, and/or in defending the matter in Court if it becomes necessary.

EMPLOYMENT LAWYERS IN NEW YORK AND NEW JERSEY TO MEET YOUR NEEDS

No one should have to deal with false claims of employment discrimination, sexual harassment, unfair wages or a fictitious claim of a hostile environment. If you’ve been served with a notice of claim, a demand letter from a plaintiff’s attorney, a notice form the Equal Employment Opportunity Commission (EEOC), the New York State Human Rights Commission (NYSHRC), the New York City Commission on Human Rights or a summons and complaint from Court, the New York and New Jersey employment law attorneys at the Akin Law Group can explore your options and reach the right resolution based on the circumstances regarding your specific situation. If you have been notified of a claim against you or your business, call the Akin Law Group at 212-825-1400; time is of the essence in these matters. You should never try to handle such a matter on your own.