Analeidis Espinal

Analeidis Espinal

Employment Discrimination
Firm: Phillips & Associates
Firm: Phillips & Associates
Tel: (212) 248-7431
Email: aespinal@tpglaws.com
Address: 45 Broadway #620 New York, New York 10006

Analeidis Espinal is a staff member at the employment law firm of Phillips & Associates. She grew up in Brooklyn and graduated from the John Jay College of Criminal Justice in New York City. She is fluent in both English and Spanish. She has a friendly, outgoing, and charismatic personality. Ms. Espinal has excellent communication skills and effective leadership abilities. She has prior experience in service jobs and understands the kinds of workplace issues that the clients of our New York City employment lawyers face.

Unfortunately, some employers do not comply with their legal duties. They may discriminate against or harass specific workers based on protected characteristics, or they may perpetrate wage theft. Sometimes employers retaliate against employees who complain about this misconduct. It can be helpful to have an experienced workplace discrimination attorney on your side. At Phillips & Associates, we can evaluate your specific circumstances and determine whether you may have a viable claim under federal, state, or local laws.

There are multiple federal laws that prohibit workplace discrimination on the basis of protected characteristics. Many of these federal laws are enforced by the Equal Employment Opportunity Commission (EEOC). If the EEOC administers a federal law, it is necessary to file a charge before suing for damages in federal court. Title VII of the Civil Rights Act protects race, sex, religion, national origin, and color, and it is enforced by the EEOC. The EEOC also enforces the Americans with Disabilities Act (ADA).

Harassment based on a protected characteristic is a form of discrimination. Harassment based on protected characteristics, such as race, religion, national origin, or disability, can be actionable as hostile work environment harassment. To show that conduct is hostile work environment harassment, an employee must show that it was either severe or pervasive, such that a hostile work environment was generated. For example, a hostile work environment based on race might be created as a result of a supervisor who uses the n-word to denigrate a black employee.