A New York statewide employment law firm handles hostile workplaces too. These are special employment discrimination claims. Hostile work environments may include discrimination against just one protected class of employee or many classes. A severance agreement is unlikely, without lawyer involvement, when workplaces operate this way. Accountability is important. Without it, employees of protected classes, reporting to unaccountable managers, are more likely to suffer retaliation for requesting equal terms and conditions of employment. 

How do you know if your workplace is unlawfully hostile or just not a nice place to work? Here are five (5) things to think about:

1) Is your manager nasty to everyone or just to you? Managers don’t have to be nice to you or even like you. But they can’t be motivated by the protected class(es) to which you belong. For example, your promotions or pay raises may not be motivated by your race, sex, disability, or any other protected class to which you belong. A manager’s history of treating you poorly because of your membership within a protected class may support a hostile workplace claim.

2) Does your manager make comments or jokes about race, sex, national origin, immigration, disability or other protected classes of employees? It’s not uncommon for unlawfully hostile managers to target more than one protected class. A manager might target persons of color, women, persons identifying as LGBT, immigrants, persons with disabilities or others. Some industries are notorious for abusing many protected classes. Managers may be individually liable when they hear comments or jokes about protected classes but do nothing.

3) Are you the only member of your protected class among your co-workers? You don’t have to be the only member of the protected class among your peers but it helps when you are.

4) Do you feel like you’re being pushed out or forced to quit? Being forced to quit because you’re habitually tardy or performing poorly is OK. Being forced to quit by placement on an impossible or unachievable performance improvement plan (PIP) is not when your manager’s motivation is your membership within one or more protected classes.

5) Since 2019 proving a hostile workplace in New York became easier. You still need facts, not just conclusions, to prove your claim. But the severe or pervasive conduct standard is gone. Employers may assert petty slights or trivial inconveniences in defense of your claim which means that you still need a plausible theory with strong facts. Suspicions, possibilities, or guesses of illegal or discriminatory conduct are not enough. 

You might be in denial that you work in a hostile workplace. Employees sometimes work in these abusive environments for years. They get used to hostile treatment. Some have accepted severe or pervasive harassment as part of the workplace culture. 

The skilled employment lawyer’s job is to dig deep with laser-focus questions. For example, how many of your colleagues are members of protected classes? How are they treated? Who else was placed on a PIP? Were they successful? How many years has a particular manager treated one or more protected classes poorly?    

Discriminated employees tell the employment law firm of Urba Law PLLC they called because:

1. So many former clients post positive, on-line reviews.

2. Almost 60 YouTube videos available at Employment Law Reality Check.

3. All potential clients receive a free, initial telephone conference. Some even offer to pay for suggestions at the end of conferences. The firm handles nothing but employment law matters statewide in New York. If an employee’s claim has no or close to nuisance value most employees would rather not pay hundreds for an office consultation. Accident injury victims often recover some money. Many unfairly terminated employees recover nothing at all, especially those who worked “at will”. Personal injury law and employment law are not the same. 

Read what former clients say about Jonas Urba, Esq.:

Google Reviews 

Martindale Reviews

AVVO Reviews

Former clients write these reviews. Results speak for themselves although many are confidential as clients can now choose. 

Urba Law PLLC occasionally represents small employers. It helps the firm avoid tunnel vision. Some of the most skilled employment lawyers handle both sides to stay objective and to maintain the highest standards. They often get the best results. Challenging issues are spotted sooner to avert irreversible disasters. Employment law claims rarely stay the same. They either get better or worse with time.

COVID-19 changed the way some firms practice law. Many areas of law still require in-person, initial conferences. Employment law does not. We have saved clients, employees, and even small employers substantial time and money with telephone and virtual conferences. The initial, no-charge phone consultation is probably here to stay. Which potential client or lawyer wants the distractions, and sometimes unintended manipulation, inherent with in-person conferences? Phone conferences facilitate asking more direct and sometimes tougher questions.

We do request documents like pay stubs and performance evaluations. But potential, discriminated employees are not wasting time watching us review those documents. Conferences are for talking. Discriminated employees have more time to interview more potential legal representatives on the phone. When we identify compelling facts, empathy becomes obvious.  We try not to waste your time because we know you don’t want to waste ours. Sometimes the best questions are the more challenging ones to answer. Employment law includes many nuances. It’s about organizational behavior. It focuses on humans motivated by discriminatory animus. It’s about human behavior and motivation. What do you want? Did anyone ask you whether it was more than monetary recovery?

If you and Urba Law PLLC become client-lawyer, the firm will invest the time and research for the best recovery. All potential litigation matters must be prepared as if they will proceed to trial. The importance of facts can not be overstated. And the documents to prove those facts are critically important. Suspecting discrimination is not enough. The firm, with your help, must develop a plausible theory to prove discrimination and must then draft a compelling story supported by facts to proceed. Please don’t proceed to trial pro se, without a lawyer, unless that is your last resort, especially in federal court.

Urba Law PLLC focuses on:

  • Race discrimination at work
  • Gender or sex discrimination, including unequal pay and hostile workplaces
  • Disability discrimination at work
  • Noncompetition agreements and trade secrets
  • Severance agreements

Serving clients in Buffalo, Manhattan, Westchester, Poughkeepsie, Newburgh, Niagara Falls, Syracuse, Lake Placid, Oswego, Rochester, Binghamton, Lake Champlain, Oneonta, Ithaca, Schenectady, Plattsburgh, Orange, Dutchess, Erie, Livingston, Essex, Clinton, and all places in between, including greater New York City. One of almost 60 YouTube videos discusses why calling employment lawyers when you still have a job or as soon as possible is always the best choice:

V. Jonas Urba, Esq.’s YouTube Channel

Urba Law PLLC Fights Race Discrimination

Urba Law PLLC Fights Gender, Hostile Workplace, & Pay Inequity Discrimination

Urba Law PLLC Fights Disability Discrimination

Urba Law PLLC’s Severance Blog

Urba Law PLLC Contact Us About

Salaried Nurse Consultant Might Not be Owed Overtime but Those without Independent Judgment Might

Severance Blog Noncompetition Agreements

How to File EEOC Charge – Best to Retain Lawyer

Urba Law’s video suggests Employees keep Copies of their Personnel Files

Urba Law’s video on Employment Application Dishonesty

Urba Law’s video on why Rebuttals are Important when placed on a PIP

Urba Law’s video on the Defend Trade Secrets Act

Urba Law’s video on why Calling beats Texting Employment Lawyers

Urba Law video on how it represents Clients in Buffalo, Oswego, Manhattan and anywhere in between

Urba Law’s video that assigning Value to an Employment Discrimination Case takes Time

Urba Law’s video on why Employers’ Defenses are stronger if Policies were followed

Urba Law’s video on why the Strongest Employment Discrimination Claims may be Hidden

Urba Law’s video that Restrictive Covenants protect Confidential Info Relationships

Urba Law’s video on 2019 changes to NY Executive Law eliminating severe or pervasive standard for Hostile Workplaces

Urba Law’s video on why Noncompetition Nonsolicitation Agreements may be Enforced

Urba Law’s video on why retaining an Employment Discrimination Lawyer before going for Media Attention might be best