EEOC Claims

EEOC Claims Attorney Serving New York City

Every EEOC Charge Prepared for Trial From Day One

We prepare every Equal Employment Opportunity Commission (EEOC) claim and its supporting record with potential litigation in mind. The facts alleged, documents preserved, and legal claims identified at this stage can shape the investigation, mediation, settlement discussions, and any lawsuit that follows.

At Ricotta & Marks, P.C., our practice focuses exclusively on employment law and draws on over 35 years of combined experience. We explain each step in plain language, provide realistic assessments, and remain willing to go to trial rather than pressure clients into premature settlements.

Speak with us before an EEOC deadline limits your options. Call (917) 540-8565 to discuss your workplace discrimination claim.

NYC Employment Discrimination Attorneys

“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.
“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.
“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.
“Your legal assistance has empowered me and has helped restore my sense of dignity”
Dear Thomas and Stephen,
I’m writing this letter to express my deep gratitude for your efforts on my case.
Two years ago, I faced distressing and unjust treatment at my former job. I felt powerless to do anything. For several months, my attempts to find a lawyer were unsuccessful and many doors were closed in my face by firms that felt my case was too inconsequential to take on. In the face of discrimination at work, this process added to my discouragement and I learned the harsh reality of the legal system: not everyone can get help. Sometimes injustices slip through the cracks.
Thankfully, I did find a silver lining. You accepted my case and over many months patiently endured this legal process alongside me, sacrificing your time and effort to achieve a favorable outcome. Your legal assistance has empowered me, a person who has been marginalized systemically many times before, to believe that justice can prevail. It has helped restore my sense of dignity and reminded me that I don’t have to be afraid to stand up for myself. It has permanently changed my life for the better.
As you continue defending other client’s rights, I hope you know the powerful and positive impact you are creating in their lives. I wish you both many blessings and continued success in your legal work.
With the deepest gratitude,
Thank you very much.

Former client

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Protected Characteristics Under Federal Employment Discrimination Laws

The EEOC enforces federal laws that prohibit discrimination against job applicants and employees based on protected characteristics. These laws apply to a variety of workplace decisions and conditions, including hiring, promotions, training, compensation, benefits, harassment, and termination.

Protected characteristics include:

Race
Color
Religion
Sex
Sexual orientation
Transgender status
Pregnancy
National origin
Age (40 or older)
Disability or genetic information

If you have experienced workplace discrimination based on a protected characteristic, you may have legal rights and options. Our EEOC claims lawyer serving New York City can review the circumstances, identify the laws that may apply, and explain the steps available to you.

How Long Do I Have to File an EEOC Charge?

As New York has state and local laws prohibiting employment discrimination, it is considered a deferral state. For most covered claims, an employee generally has up to 300 days from the discriminatory act to file an EEOC charge, rather than the 180-day federal baseline that applies in some jurisdictions.

Calculating the deadline can become more complicated when misconduct occurred on several dates or involved an ongoing hostile work environment. Different filing periods may also apply to claims submitted directly to the New York State Division of Human Rights, while employees in New York City may have additional rights through the New York City Commission on Human Rights. Our New York City EEOC claims lawyer can help you meet all deadlines.

What Happens During an EEOC Investigation?

After accepting a charge of discrimination, the agency notifies the employer and begins its administrative process. The timeline depends on the allegations, available evidence, agency workload, and whether the parties participate in mediation.

The process often includes:

Employer notice: The employer receives the charge and an opportunity to respond.
Evidence collection: The agency may review documents, position statements, witness information, and responses from both sides.
Voluntary mediation: The employee and employer may be invited to pursue a confidential resolution.
Agency action: The investigation may conclude with a determination, dismissal, or Notice of Right to Sue.

A claimant can generally request a Notice of Right to Sue after the charge has been pending for 180 days. Once the notice is received, the employee usually has 90 days to file the related federal lawsuit.

Coordinating Federal, State & New York City Discrimination Claims

An EEOC charge isn’t always the only available path. Choosing where and how to file may depend on where the conduct occurred, the employer’s size, the protected characteristic involved, and the remedies sought. A claim may also fall under the New York State Human Rights Law or New York City Human Rights Law.

When the New York City Human Rights Law applies, we assess its different standards and broader available damages alongside federal options. We prepare the evidence and legal theory for the possibility of trial, even when mediation or settlement remains available.

How Dual Filing Affects the Choice of Forum

Under a work-sharing agreement, dual filing allows a charge submitted to one agency to be recorded with a partner state or local fair employment practices agency. EEOC charges are often dual-filed with the New York State Division of Human Rights or New York City Commission on Human Rights. Employees shouldn’t assume, however, that this process preserves every possible claim or deadline.

Filing directly with a state or city agency can affect later options, including where a claim may be litigated. We evaluate those consequences before recommending a forum instead of treating every discrimination case as a routine federal filing.

Partner-Led Guidance From an EEOC Lawyer Serving New York City

We limit our caseload so partners remain directly involved in reviewing evidence, developing strategy, and making major decisions.

Our approach to EEOC representation includes:

Careful case assessment: We identify favorable evidence, potential defenses, procedural risks, and realistic paths forward.
Plain-language guidance: We explain agency terminology and walk clients through each step before it occurs.
Consistent communication: We provide updates even when an investigation is delayed or no major event has occurred.
Direct availability: We aim to return calls within an hour and guarantee a response to your inquiries within 24 hours.
Trial-focused preparation: We build the record for the possibility that mediation fails or a Notice of Right to Sue leads to litigation.

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
Norton v. Town of Islip UFSD, 011 U.S. Dist
Green v. City of New York 2010 U.S. Dist.

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Choose Our EEOC Claims Attorney Serving NYC

Strict filing periods can determine whether a workplace discrimination claim may proceed. Contact us as soon as possible if you’re considering an EEOC charge, responding to an investigation, evaluating mediation, or holding a right to sue letter. An early review gives us time to identify applicable deadlines, assess related New York protections, and organize the supporting record.

We handle these cases on a contingency fee basis and don’t collect fees unless we recover compensation for you. Throughout the process, we return calls, provide updates, and explain developments in plain language.

Call (917) 540-8565 to discuss your NYC EEOC matter with Ricotta & Marks, P.C..

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

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