Racial Discrimination in New York

Racial discrimination can be direct, such as a company policy of not hiring people of a certain race. But it can be indirect and unintentional as well. This can include recruiting practices or internal policies that, while they ostensibly appear neutral, have the effect of screening out people of certain racial backgrounds. Employers may also be responsible for incidents of racial harassment perpetrated by employees, supervisors, or even customers.

The complexity of these laws and regulations makes it quite possible for employers to inadvertently and innocently commit race discrimination in New York. But this does not change the fact that employers may be legally liable for these acts, including civil fines and monetary compensation to victims.

Avoiding allegations of discrimination requires experienced legal counsel. The New York race discrimination attorneys at The Watanabe Law Firm, LLC have an impressive record of helping New York business owners navigate complex anti-discrimination laws. We can help you deal with existing allegations of discrimination and avoiding future incidents by adopting well-crafted internal policies.

Racial Discrimination Protection Laws

In 1964, Congress enacted the Civil Rights Act, which prohibits racial discrimination of any kind. The Equal Employment Opportunity Commission (EEOC) processes allegations of racial discrimination in employment on behalf of the federal government. Most companies with a minimum of 15 employees are subject to compliance with EEOC regulations and laws. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. The New York State Human Rights Law and New York City Human Rights Law extend this coverage to most employers with four or more employees.

Victims of workplace harassment or racial discrimination in New York may file complaints with the EEOC or the New York State Division of Human Rights within 300 days of the discrimination occurrence. Each agency dual files complaints received with the other agency and, under work-sharing agreements, the EEOC usually investigates any case over which it has jurisdiction, regardless of which agency received the initial complaint. In 2010, the EEOC received 35,890 charges of race discrimination.

Filing a complaint can be a long and frustrating process and may not always be your best option. Consulting with our New York racial discrimination attorneys prior to filing a complaint can help you ensure you are taking the right course of action for your situation, and that all incidents of discrimination have proper documentation.

Contact our attorneys today

Call the New York discrimination lawyers at The Watanabe Law Firm, LLC today to discuss discrimination laws in New York at 212-486-7005 or contact us by e-mail to discuss your potential racial discrimination claim.

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