At United Legal Fighters in North Tonawanda, New York, we assist individuals facing employment discrimination and civil rights violations. Our focus includes claims filed with the New York State Division of Human Rights (DHR) and the Equal Employment Opportunity Commission (EEOC). We are dedicated to helping clients understand their rights and navigate the legal process related to workplace discrimination and related claims.
Navigating discrimination claims can be complex and emotionally taxing. Whether you are dealing with race, age, disability, gender, or other types of discrimination, our firm provides guidance on how to properly file claims and what to expect throughout the process. We aim to support you from initial consultation through resolution, ensuring your concerns are addressed with attention and respect.
Filing a claim with the NYS Division of Human Rights or the EEOC is a vital step toward protecting your rights against workplace discrimination. These agencies provide mechanisms for investigating complaints, facilitating mediation, and pursuing legal remedies. Prompt and informed action can lead to resolutions that restore your dignity and provide appropriate compensation or corrective measures.
United Legal Fighters is a civil rights law firm based in Buffalo, New York, serving the North Tonawanda community and surrounding areas. We handle a broad range of civil rights and employment discrimination cases, including those involving police brutality, wrongful termination, and retaliation claims. Our team is committed to supporting clients through the legal complexities while advocating for justice.
Claims filed with the New York State Division of Human Rights or the EEOC address allegations of discrimination and retaliation in employment and other areas. These claims involve detailed processes including complaint filing, investigation, mediation, and potential litigation. Understanding how these agencies operate helps individuals pursue their claims effectively.
The legal framework protects employees and individuals from unfair treatment based on protected characteristics such as race, gender, disability, and age. Both the DHR and EEOC provide avenues for investigating complaints and enforcing anti-discrimination laws, offering remedies that may include compensation, policy changes, or reinstatement.
NYS DHR claims are complaints filed under New York State’s Human Rights Law, which prohibits discrimination in employment and public accommodations. EEOC claims are filed under federal laws like Title VII of the Civil Rights Act. Both agencies investigate claims and seek to resolve disputes through mediation or legal action if necessary.
The process starts with filing a formal complaint detailing the alleged discrimination. The agency then investigates the claim, which may include interviews and evidence gathering. Mediation is often encouraged to resolve disputes amicably. If mediation fails, the case may proceed to a hearing or lawsuit. Timely action and thorough documentation are essential throughout this process.
Familiarizing yourself with key legal terms helps in understanding your claim and the process. Below are some important definitions related to NYS DHR and EEOC claims.
Unfair or unequal treatment of an individual based on protected characteristics such as race, gender, age, disability, or religion. Discrimination can occur in hiring, firing, promotions, pay, and other employment conditions.
Actions taken by an employer or entity to punish or disadvantage an employee for asserting their rights or filing a discrimination claim, including demotion, termination, or harassment.
A voluntary process where a neutral third party helps disputing parties reach a mutually agreeable solution without going to court or administrative hearing.
The process by which the NYS DHR or EEOC gathers facts and evidence to determine if discrimination occurred and whether the claim has merit.
Some individuals choose to handle claims with minimal legal assistance focusing only on filing paperwork, while others pursue full representation that covers investigation, negotiation, and litigation. Each approach has pros and cons depending on the complexity of the case and desired outcomes.
In cases where evidence of discrimination is straightforward and the claim involves minor issues, limited legal help such as consultation or document review might be enough to file the claim properly and understand next steps.
If an individual feels confident navigating administrative procedures and communicating with the agency, limited legal support that focuses on specific guidance might suffice without full representation.
For claims involving complicated facts, multiple defendants, or significant damages, comprehensive legal representation ensures thorough investigation, strategic negotiation, and effective advocacy throughout the process.
Full legal service helps protect clients from retaliation and adverse consequences while pursuing their claims and provides support in case of appeals or enforcement actions.
Engaging a full-service legal team provides confidence that all aspects of the claim are handled professionally. This includes gathering evidence, preparing documentation, and representing clients in hearings or negotiations effectively.
Clients benefit from personalized attention and strategic planning that aims to maximize potential remedies and resolve disputes efficiently while reducing stress and confusion.
A comprehensive approach involves detailed fact-finding and documentation, which strengthens the claim and improves chances of a favorable outcome.
Having dedicated legal representation ensures your interests are protected during negotiations and hearings, providing peace of mind throughout the process.
Keep detailed records of incidents, communications, and any evidence related to the discrimination or retaliation you experienced. This documentation is vital when filing your claim and during investigations.
Maintain professionalism in your communications related to the claim. This helps in presenting a credible and focused case when working with agencies or attorneys.
Facing discrimination at work or in other settings can be distressing and confusing. Seeking legal assistance helps clarify your options and ensures your rights are protected throughout the claim process.
Professional guidance can improve the chances of a successful resolution, whether through settlement, administrative decisions, or court rulings, and helps avoid common pitfalls.
Individuals often contact us after experiencing wrongful termination, harassment, retaliation, or discriminatory treatment based on protected characteristics. These situations require careful legal response to protect rights and seek remedies.
When an employee is fired due to discriminatory reasons related to race, gender, disability, or other protected classes, filing a claim with DHR or EEOC can address the injustice and seek compensation.
Workplace harassment based on protected traits can create a hostile environment. Claims can help stop this behavior and provide remedies for affected employees.
Employees who face adverse actions after reporting discrimination or participating in investigations can file retaliation claims to protect their rights and seek justice.
Our firm is deeply committed to protecting the civil rights of individuals across New York State. We understand the challenges involved in discrimination claims and provide personalized support tailored to each client’s unique circumstances.
We handle a wide variety of cases, including wrongful termination, harassment, retaliation, and other employment-related issues. Our goal is to help clients assert their rights and achieve fair resolutions.
Our team approaches every case with attentiveness and respect, ensuring clear communication and thorough preparation at every stage of the claim process.
We guide clients through each step of the legal process with clarity and care. From initial evaluation to filing, investigation support, and resolution, we provide consistent communication and strategic advice.
We begin by understanding your situation and reviewing the details of the alleged discrimination. We then assist in preparing and filing the formal complaint with the appropriate agency.
During the consultation, we gather facts, discuss your rights, and outline potential next steps to address your claim effectively.
We help prepare the necessary documents and ensure the complaint is submitted correctly and timely to the NYS DHR or EEOC.
After filing, the agency conducts an investigation to assess the claim’s validity. We support clients through this process and represent their interests during mediation discussions.
The agency collects evidence, interviews witnesses, and reviews documents to determine whether discrimination occurred.
Mediation offers a chance to resolve disputes without a formal hearing. We assist clients in preparing for and participating in mediation sessions.
If mediation does not resolve the issue, the claim may proceed to a hearing or lawsuit. We provide representation and advocacy throughout these stages to protect your rights.
Hearings allow the agency or court to review evidence and make decisions regarding the claim. We prepare clients and present arguments in these proceedings.
When necessary, we pursue legal action beyond administrative processes to seek justice through the courts.
You can file claims for discrimination based on protected characteristics such as race, gender, age, disability, religion, sexual orientation, and more. This includes discriminatory actions in hiring, firing, promotions, pay, and workplace conditions. It is important to clearly identify the basis of discrimination when filing your complaint. Understanding your rights under both state and federal laws helps ensure your claim is properly evaluated by the agency.
The deadlines for filing complaints vary depending on the agency and specific laws involved. Generally, claims with the EEOC must be filed within 180 days of the alleged discrimination, but this can extend to 300 days in certain cases. For the NYS Division of Human Rights, the filing period is typically one year. Acting promptly is critical to preserving your right to seek legal remedies. Our team can help you understand these timelines and file your claim within the required period.
During the investigation, the agency collects evidence including documents and witness statements to assess the validity of the claim. This process may involve interviews with the complainant, the employer, and other relevant parties. The agency aims to gather sufficient information to either resolve the claim through mediation or proceed to a formal decision. Clients should cooperate with investigators and provide any requested information to support their case.
Yes, retaliation claims are protected under both state and federal law. If you experience adverse actions such as demotion, termination, or harassment after reporting discrimination or participating in an investigation, you may file a retaliation claim. These claims help ensure that individuals can assert their rights without fear of punishment. Timely reporting and documentation of retaliatory actions are important for a successful claim.
Remedies for successful claims may include monetary compensation for lost wages and emotional distress, reinstatement to employment, policy changes within the employer’s organization, and other corrective actions. The specific remedies depend on the circumstances of the case and the findings of the agency or court. Our firm helps clients understand potential outcomes and advocates for the most favorable resolution possible.
While it is possible to file a claim without a lawyer, having legal assistance can enhance your ability to navigate complex procedures, meet deadlines, and present your case effectively. Legal guidance helps ensure your complaint is properly detailed and supported by evidence. This support can be especially helpful if the claim progresses to mediation, hearings, or litigation.
Mediation is a voluntary process where a neutral third party facilitates a discussion between the complainant and the employer to find a mutually acceptable resolution. It is often quicker and less formal than court proceedings. Mediation allows both sides to communicate openly and explore solutions without admitting fault. Our team prepares clients to engage productively in mediation and strives to achieve fair agreements.
Important evidence includes written communications such as emails or texts, witness statements, employment records, performance reviews, and any documentation of discriminatory or retaliatory actions. Keeping a detailed record of incidents and dates also supports your claim. Strong evidence helps the agency or court understand the facts and bolsters the credibility of your complaint.
Yes, many claims are resolved through mediation or settlement agreements without the need for formal hearings or court cases. These resolutions can provide timely relief and avoid the stress of litigation. However, if a fair agreement cannot be reached, the claim may proceed to a hearing or lawsuit for a final determination.
If the agency finds no discrimination occurred, you may still have options such as requesting reconsideration, filing a lawsuit in court, or pursuing other legal avenues. Our firm can review the findings and advise you on potential next steps to protect your rights and seek justice if appropriate.
I wouldn't put my life in anyone's hands but Mark's.
Mark was the only person to ever fight for my son.
UNITED LEGAL FIGHTERS is a law firm founded on a fundamental principle: the legal arena is adversarial by nature, so your attorney cannot be a passive participant if they are going to advocate for your interests. You need a FIGHTER! Someone you can count on to be in your corner when things get tough.
Knowledge & Expertise
Belief & Honesty
Understanding & Care