Employment discrimination claims have become common place in the New York work place. Terminated employees who fall into a “protected class” retaliate against their former employers by alleging that their firing was based upon factors other than performance. The former employee/plaintiff claims that their former employers/defendants violated Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000, 42 U.S.C 1981, the New York Executive Law, the Human Rights Law and §290 of the N.Y.C. Administrative Code. The allegations strike at the heart of one’s sense of fairness and equity. Often, the former employers/defendants do not have documentation to support their recollections of the former employee/plaintiff’s poor performance. As such, a defendant may have difficulty persuading a New York City jury that it’s reason for termination was not merely a pretext for discrimination.
At Connors & Connors P.C. we are sensitive to the difficulty in defending employment discrimination claims. At the earliest opportunity we seek, through experienced investigations, to identify and interview all persons with knowledge of the plaintiff’s allegations in an effort to build a defense based upon neutral witnesses to be called at trial. We also encourage our clients to perform a critical self analysis to determine if discoverable documents support the reason for the plaintiff’s termination .