Our law firm specializes in all matters of Employment Law, Education Law, and Insurance Law. Click below if you wish to see a list of all specific types of law our firm handles, or click here to Contact Us.
Comprehensive List of law Practice Areas Includes:
Age Discrimination, Disability and Perceived Disability, Denial of Disability Claims, Discrimination, Insurance Claims, Denial of Medical Claims, EDUCATION LAW: Student Dismissal from colleges / universities, Tuition Reimbursement Claims, Special Education, 3020a Hearing, Employee Retirement Income Security Act (ERISA) Claims, Employment Contracts, Employment Discrimination, Fair Labor Standards Act (FLSA) Wage Claims, Overtime Claims, Family and Medical Leave Act (FMLA) Claims Hostile Work Environment, National Origin Discrimination, Pregnancy Discrimination, Proceedings before the EEOC Mediation & Arbitration, Race Discrimination, Reduction in Force (RIF), Mass Layoff, Site or Branch Closing, Religious Discrimination, Retaliation in the Workplace, Severance Agreements, Sex or Gender Discrimination, Sexual Harassment, Sexual Orientation Discrimination, Whistleblower Claims, Workplace Torts such as Fraudulent, Inducement and Defamation, Wrongful Termination
Education Law deals with the representation of teachers and administrators through collective bargaining process, hearings and appeals including 3020a hearing; representation of students in discharge and disciplinary proceedings from colleges and universities, representation of children with special needs at IEP meetings, Due Process Hearings and Appeals to Federal Court; representation of student with special needs including seeking test accommodations and challenging revocation of SAT and ACT test scores.
Education law is also called “School Law” by some individuals. Both terms focus on the same branch of law which focuses on laws and regulations that govern all aspects of state and federal education.
The Employee Retirement Income Security Act (“ERISA”) typically dictates long term disability claims. Many individuals purchase long-term disabilities policies through their employer and therefore are subject to restrictive ERISA regulations. An ERISA disability lawyer such as Stewart Karlin has the experience to handle long term ERISA disability claims. Since ERISA is incredibly complicated and complex only an attorney with experience in all aspects of ERISA disabilities claims can assure your needs are met.
If a person is represented by a qualified attorney there is a greater chance of success than if the person does not hire an attorney. Here, we can be able to get your claims approved, stop your disability claim from being terminated, negotiate your disability policy settlement or handle your law suit or appeal. We also help professionals and clients that have been unfairly denied long or short term disability benefits.
Disability Insurance: Is a purchased coverage to protect an employee from lost pay while he/she is unable to work i.e. “disabled”. The disabled income is paid to the employee in the form of disability insurance weekly or monthly.
General-Disability Insurance: Are benefits to an individual who is not able to perform any job that he/she is qualified for due to an injury or sickness. If the policyholder can perform certain job position the he/she are qualified for or cannot recover.
Occupational-Disability Insurance: This benefit is for a person that cannot do his/her regular job duties due to an injury or a sickness.
We focus in all aspects of employment law, such as age, gender, race, and pregnancy discrimination. We also focus on sexual harassment, retaliation and other types of employment law issues. We represent plaintiffs in the workplace discrimination since the laws prohibiting such discrimination began. This law office covers all legal aspects related to employment law in all five boroughs, New York, Bronx, Brooklyn, Queens and Staten Island as well as Nassau and Westchester Counties.
We have extensive experience in all facets of EEO and employment law, including numerous jury and bench trials in Federal Court involving Fortune 100 companies, Federal, State and Municipal governments. Our firm has secured a large number of favorable jury and non-jury verdicts and settlements.
We have a broad-based experience in labor arbitration, unemployment hearings, EEOC investigations and hearings; as well as U.S. Merit System Protection Board hearings, and various state and local human rights investigations and hearings. Also, our firm has a substantial post-trial experience, including JNOV motions, injunctive remedies and appeals to the U.S. Court of Appeals.
Employers cannot discriminate against employees in matters involving: hiring and firing; promotion, demotion or transfer; compensation; assignment or classification of employees; layoff, reduction in force (RIF) or forced retirement; job advertisements and recruitment; testing; use of company facilities; training and apprenticeship programs; retirement plans, health/medical and fringe benefits; or disability leave and severance.
It is important to be aware that discrimination claims are not normally based on conduct that is open and obvious. Employment discrimination is covered up and hidden. You do not have to tolerate your employer’s wrongful acts, nor do you have to wait for something to happen before you contact an attorney. Frequently, waiting only leads to the escalation of the discriminatory acts against you and might make it more difficult for an attorney to resolve the issues.
In addition, you should be aware that the law does not generally protect employees from a mean or difficult boss, however unfair that may seem. You must be in a protected class when the conduct occurs and the conduct must be serious enough to have an adverse effect on you. It may be sensible for you to obtain legal advice when the conduct first occurs so that all the rights and remedies available to you under the law can be secured.
You should also be aware of the fact that your employer is prohibited from retaliating against you for reporting employment discrimination, filing a lawsuit due to discrimination or for participating in an investigation of such discrimination. For that reason, you should not be afraid to contact an attorney or to pursue the protection of the law.
The Age Discrimination in Employment Act of 1967 (ADEA) is a Federal law that protects certain employees. New York City and New York State also have their own laws which prohibit age discrimination. Under Federal, State and local laws, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments and training.
This happens when employer treats a prospective employee or an employee different if the employee is a man or a woman. There are a number of issues covered by the law against sex or gender discrimination that happens in the workplace. This can be sexual harassment, or pregnancy discrimination; it also can be parental or marital status discrimination.
It is the law that females and males be treated the same, meaning that females and males at the workplace need to be subject to the same procedures and policies. The law prohibits an employer from making a decision by stereotyping, abilities, traits etc. These are some examples of possible sex or gender discriminations below:
It is required by the U.S. Equal Employment Opportunity Commission’s Equal Pay Act of 1963 that men and women be given the same pay for the same work in the same establishment. The positions do not need to be identical, but they must be substantially equal. It is job content, not job titles, that determines whether jobs are substantially equal.
This includes sexual advances that are unwelcome, sexual favors or any physical conduct that creates an offensive or sexually charged work environment of either gender. This can also exist with the same sex employees. There are a few examples of such conduct such as unwanted come-ons, lewd jokes or other sexual behavior at your work. You must make it clear to the employee of the opposite sex that you do not like their behavior and put a stop to him/her.
The law prohibits an employer from discriminating against any person due to his/her race, ethnicity or color. An employee cannot be denied equal employment opportunity because of his/her racial group or perceived racial group, his/her race-linked characteristics (e.g., hair texture, color, facial features), or because of his/her marriage to or association with someone of a particular race, ethnicity or color. Federal, state and local laws also prohibit employment decisions based on stereotypes and assumptions about abilities, traits or the performance of individuals of certain racial or ethnic groups. These laws apply regardless of whether the discrimination is directed at Whites, African-Americans, Asians, Latinos, Arabs, Native Americans, Native Hawaiians and Pacific Islanders, multi-racial individuals, or persons of any other race, ethnicity or color.
In addition, racial jokes, ethnic slurs and offensive or otherwise derogatory remarks that are made because of an individual’s race may constitute unlawful race, ethnicity or color discrimination if the conduct creates a hostile work environment.
You are required to work in a separate or isolated area from employees of other races, or you are not allowed to participate in work-related activities in which you would be in contact with employees of different races.
You are denied the ability to advance in the organization where you are employed, while individuals of a lower skill set, but of a different race, are permitted to advance.
The term “wrongful termination” is misleading because in New York State and New York City,without a written agreement for a specific term, employment is “at will.” This means that employers can fire or terminate you for any reason, or for no reason at all, unless:
(1) Your rights are protected under employment discrimination laws. Employers cannot discriminate against you on the basis of age, sex or gender, race, national origin, disability or perceived disability, pregnancy status, marital status, or sexual orientation.
(2) You have an employment contract, either written or implied, with the employer, who agreed that you cannot be fired without just cause for a specific period of time. The terms of the contract will usually determine the reasons for which you can be fired.
(3)You may also be protected b whistleblower statutes and if you are a government employee or in a union, you may have additional rights.
Otherwise, employers may terminate employees for any reason or for no reason. Employers may fire you if they don’t like you, or even if they just don’t like the clothes you’re wearing. In other words, it is not illegal for employers to be “mean” or to be “wrong” when they fire you. The law allows your employer’s reasons for firing you to be whimsical or totally arbitrary.
Here, we can be able to get your claims approved, stop your claim from being terminated, negotiate a policy settlement or handle your law suit or appeal. We also help professionals and clients that have been unfairly denied insurance benefits.