Religious Discrimination Attorneys

Religious Discrimination Attorneys in Long Island, NY

Religious Discrimination Attorneys in Long Island Protecting Your Rights

Long Island workplaces should strive for diversity and inclusion, which requires adherence to federal and state laws protecting against religious discrimination at the very minimum. You have a right to be free from religious discrimination at every phase of the employment process, from applying for a job, to seeking a promotion, to termination.If you believe you have been the target of religious discrimination in the workplace, or if your workplace is unsafe due to the pervasiveness of religious discrimination and intolerance, you may be able to file a claim. One of the dedicated religious discrimination attorneys in Long Island at Ricotta & Marks, P.C. can begin working on your case today.

As a Long Island employee, you should know that you have religious rights in the workplace. Both federal and state law protect you from religious discrimination, which can range from harassment on the basis of your religion to an employer’s unlawful refusal to grant you a religious accommodation.

If you or a loved one has experienced employment discrimination, you may be unsure of where to turn for assistance. Call (716) 301-2704 to schedule a free consultation with a Long Island employment discrimination attorney.

Long Island Employment Discrimination Attorneys

“Good people work here.”
This firm cares and knows how to properly assess the merits of your case. I know because I'm an attorney. I had retainer agreement offers from 4 other firms and Ricotta was my 1st choice based on their belief in my case and fair terms.

Nima D.
“They helped settle my case very quickly, and I received a great settlement in the end.”
Mr Marks is an amazing lawyer. He is always kind and respectful and there for me whenever I need him. I want to thanks Mr Marks and the firm for everything. I highly recommend you guys. Thanks again for everything.

Kel K.
“Their knowledge, commitment, and understanding of my situation has been exceptional.”
Due to a termination letter I received I needed clarification, consultation, and advice on how to move forward. Ricotta & Marks has definitely been the best place to be to help me through the law jargon. Thank you for having my best interests in mind.

John L.
“When you need the best legal minds to fight for you and your career, do not trust anyone but Ricotta and Marks, P.C.”
Tom Ricotta’s sound advice, calm demeanor, and willingness to advocate for your rights was invaluable. I highly recommend Tom’s abilities and am grateful for his assistance.

J.T.

View All Reviews

What Constitutes Religious Discrimination?

Religious discrimination in the workplace can take many different forms, and it is prohibited by federal law under Title VII of the Civil Rights Acts of 1964 and by the New York State Human Rights Law.

The U.S. Equal Employment Opportunity Commission (EEOC) explains that, in its most basic form, religious discrimination simply means treating someone unfavorably because of that person’s religious beliefs or that person’s association with someone of a particular religious belief. It is critical to know that religious discrimination is unlawful whether a person is targeted because of his or her belief in a traditionally recognized, organized religion or because of the person’s sincerely held belief in another religion or religious practice that is not part of traditional organized religion.

Harassment on the Basis of Religious is Unlawful in a Long Island Work Environment

Harassment due to a person’s religion is a form of discrimination, and it is unlawful when it rises to the level of creating a hostile work environment. To be clear, the law does not protect against offhand remarks about religion that are offensive or isolated incidents in most cases. In order for religious harassment to be unlawful under federal law, the EEOC explains that the harassment must be “so frequent or severe that it creates a hostile or offensive environment or when it results in an adverse employment decision.”

You should know that multiple people can be responsible for religious harassment, including but not limited to:

Employer;
Supervisor;
Co-worker;
Vendor;
Customer; or
Client.

Harassment is also distinct from some other types of religious discrimination claims in that the person who files a claim does not necessarily need to be the person who is targeted by the harassment. Indeed, in many instances of workplace harassment, another employee who is impacted by the hostile work environment may be eligible to file a claim.

Our Settlements & Verdicts

$15 MIL Plaintiff on Bianco v. Flushing Hospital Medical Center
$1 MIL Olsen, et al. v. The County of Nassau, et al.
$875K Wallace v. Suffolk County Police Department
$523K Penniston v. The New York City Department of Education (Co-Counsel)
Green v. City of New York 2010 U.S. Dist.
Norton v. Town of Islip UFSD, 011 U.S. Dist

View All Results

Contact Ricotta & Marks’ Long Island Religious Discrimination Attorneys in Long Island

No employee on Long Island should ever be subject to religious discrimination in the workplace. Whether you have faced discrimination because of your own religious beliefs or your marriage to a person with sincerely held religious beliefs, you may be able to take action. An experienced Long Island religious discrimination lawyer at our firm can assess your case today and can help you to consider your options.

Contact Ricotta & Marks, PC today or call our firm at (716) 301-2704 to learn more about how we can help you with your case.

WHEN YOUR JOB AND FUTURE ARE AT STAKE, WE DON'T BACK DOWN

READY TO TAKE ACTION?

First Name
Please enter your first name.
Last Name
Please enter your last name.
Phone
Please enter your phone number.

This isn't a valid phone number.
Email
Please enter your email address.

This isn't a valid email address.
Are you a new client?
Please make a selection.
How can we help you?
Please enter a message.
By submitting, you agree to be contacted about your request & other information using automated technology. Message frequency varies. Msg & data rates may apply. Text STOP to cancel. Acceptable Use Policy