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Long Island Religious Discrimination Lawyers

Religious Discrimination

New York Religious Discrimination Attorneys Representing Clients on Long Island

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.
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 Long Island religious discrimination lawyers at Ricotta & Marks, P.C. can begin working on your case today.

What is Long Island 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.

Queens and Long Island

Labor Employment Lawyers in Queens and Long Island

Advocating on Behalf of

At Ricotta & Marks, P.C., we represent employees in a broad spectrum of legal matters, including:


According to the NY Department of Human Rights, employers can be held responsible for sexual harassment in the workplace in the following circumstances:
If the harassment was the fault of a co-owner, manager, or supervisor the employer is responsible, regardless of whether or not they knew it was occurring
If the harassment occurred among regular employees, the employer can be held responsible if they knew about it, should have known about it, or failed to have a sexual harassment policy in place.
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Employee Discrimination

Our lawyers are prepared to represent clients who face any type of employment discrimination such as:
Gender discrimination
Marital status discrimination
Pregnancy discrimination and FMLA violations
Sexual orientation discrimination, including transgender discrimination and harassment
Age discrimination
Race or national origin discrimination
Disability discrimination
Religious discrimination
Criminal record discrimination
Violations of the Genetic Information Nondiscrimination Act (GINA)
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Wage & Hour Disputes

We handle many cases that involve wage and hour disputes, including people in certain industries who often fall victim to these situations as well as instances involving:
Unpaid overtime
Under-the-table compensation
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Education Law

New York City teachers face challenges inside and outside the classroom. When they face the possibility of losing their jobs, they deserve representation by experienced attorneys.

At Ricotta & Marks, P.C., employment law is our sole focus. We have represented teachers facing a broad spectrum of legal issues and we are committed to protecting teachers’ rights. To learn more, please do not hesitate to contact us and schedule a free initial and confidential consultation at our Queens or Long Island offices today.

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Wrongful Termination

Even in an ‘At Will’ Work Situation, You Have the Right to Work. Employers will always claim that they had a valid reason to lay off or fire an employee. But in many circumstances, this is just disguised discrimination of one form or another. Continued employment and advancement is frequently based on performance reviews. If you have a perfect record, then suddenly go from perfect to pariah, it may be a case of your supervisor or employer giving a negative review in order to have an excuse to remove you from your position or deny a promotion.

Sometimes these “Jekyll and Hyde” switches occur because a superior learned something about a subordinate that then caused him or her to have a negative bias, like the employee was of a certain religion or sexual orientation. Sometimes the reason is more obvious, like a bias against people of a certain race, being male or female, a woman becoming pregnant or people with disabilities.

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Other Employment Law Issues

As a full-service employment law firm, we can also help you with:
Labor and union representation
Mediation and arbitration matters
Employment contract negotiations and matters
Employer defense
Our New York employment attorneys are dedicated to ensuring that all workers have the opportunity to pursue successful careers, and experience workplaces that are free of harassment or other situations that create tension.
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Long Island Employees May Be Entitled to Religious Accommodations

In some cases, an employer’s failure to provide religious accommodations may be a form of religious discrimination in the workplace. The EEOC clarifies that federal law requires employers to “reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause more than a minimal burden on the operations of the employer’s business.”

To be clear, an employer can be required to provide reasonable accommodations to an employee so that the employee can practice his or her religion. Examples of reasonable accommodations may include but are not limited to the following:

  • Changes to an employee’s schedule;
  • Providing an employee with a dress code exception;
  • Designating a work location for prayer; or
  • Minor changes to job requirements.

In addition to reasonable accommodations, New York law also requires employers to allow workers time off to observe holy days unless that time off would cause undue hardship to the employer. In such cases, the burden is on the employer to prove that the employee’s request for accommodation or for holy day allowances is an undue hardship under the law.

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.

Contact a Long Island Religious Discrimination Attorney

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, P.C. online today or call our firm at 347-464-8694 to learn more about how we can help you with your case.

Ricotta Marks

Ricotta & Marks, P.C.

We understand that your situation is urgent. Our New York employment discrimination attorneys will respond to your questions and concerns as quickly as possible.

Contact Our Office347.464.8694