45 Broadway, Suite 1420, New York, NY 10006

Picture of Associate Attorney Hakan Sen

Hakan Sen

Associate Attorney

Hakan Sen is a skilled attorney with experience in employment law and a passion for advocating on behalf of underprivileged and disadvantaged individuals.  

Hakan received his Juris Doctor from Widener University Commonwealth Law School in May 2021, after earning a Bachelor of Arts in International Criminal Justice from John Jay College of Criminal Justice in December 2017. 

During his time at Widener, Mr. Sen honed his legal skills through various experiences, including participating in the Central Pennsylvania Law Clinic. As a participant in the clinic, he was personally responsible for maintaining case files, corresponding with clients, and representing clients in court. Hakan worked closely with the local legal community and developed important relationships with organizations such as the Legal Service Program for Dauphin County and the YWCA Domestic Violence Clinic. 

In addition to his legal work, Mr. Sen is fluent in Turkish, which has been an asset in serving clients from diverse backgrounds. 

Mr. Sen has been a part of the Akin & Salaman team for over five years.  His solid foundation in legal practices such as civil procedure, employment law, litigation, and administrative law makes him a true advocate for our clients. 

Attorney Sen is devoted to representing the victims of Sexual Harassment, Employment Discrimination (discrimination based on sex, race, religions, color, creed, national origin, age disability, pregnancy, sexual orientation or perceived sexual orientation) and those forced to work in a Hostile Work Environment.

Mr. Sen advocates for employee rights in furtherance of Title VII of the Civil Rights Act of 1964 and the New York State and New York City Civil Rights Laws to pursue legal action against employers for unlawful conduct.
The Civil Rights Act and other state and local laws prohibit unequal treatment based on an individual’s
race, ethnicity, gender, religion, disability and other similarly protected classes. This form of discrimination occurs when an employer treats an employee or group of employees differently because of their status as a protected class pursuant to the law. It may occur through hiring, firing, demoting, providing benefits, or other potential adverse employment actions. If an employer makes a decision that adversely affects a protected class, it may have engaged in unlawful discrimination.

Employers may be liable for sexual harassment if they allow or create a hostile work environment, which is formed by behavior that either unreasonably
interferes with the victim’s ability to do his or her job or creates an intimidating, offensive, or hostile environment in the office. Another form of sexual harassment is referred to as “quid pro quo” harassment, or behavior intended to elicit certain conduct from employees, such as going on a date with a supervisor, in exchange for a
particular benefit, such as a raise or promotion. Sexual harassment is technically a form of gender discrimination, and employees affected by it may be able to receive a wide range of remedies, ranging from compensatory damages and back-pay to potential

In addition. Mr. Sen advocates on behalf of individuals that have been illegally paid an hourly salary below the minim-wage and those that have been denied overtime pay despite working in excess of 40 hours per week. Despite the Fair Labor Standards Act (FLSA), the Wage Theft Prevention Act and the Minimum Wage laws, many employers continue paying workers and employees less than the  minimum wage and continue to deny employees and worker overtime pay (which is 1-1/2 times the regular rate of pay for any hours worked in excess of 40 hours per week).

Mr. Sen is a litigator who is a fierce advocate for his clients, representing individuals in all the Courts of the State of New York, including the Federal Courts, the New York State Supreme Court and the New York Court of

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