Plaintiff seeks to recover damages from her employer for employment discrimination and sexual harassment. Plaintiff states in her complaint that the acts of the defendant are so outrageous that punitive damages are due up to and including attorney fees.
Title Vii And Independent Contractors In Suffolk
State:
Multi-State
County:
Suffolk
Control #:
US-000296
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Word;
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FAQ
FOR ACTS THAT OCCURRED ON OR AFTER 2/15/2024, you must file your complaint within three years of the most recent act of alleged discrimination. If you were terminated, you must file within three years of the date you were first informed you would be terminated.
A summons with notice or summons and complaint must be served within 120 days of filing with the County Clerk.
You can protect our communities against hate by reporting a hate or bias incident. The New York State Division of Human Rights is dedicated to eliminating discrimination, remedying injustice, and promoting equal opportunity, access, and dignity.
The NYSHRL protects many individuals whose status is not that of a traditional employee, including interns, independent contractors, consultants and people who provide services under a contractual relationship.
People who are not employed by the employer, such as independent contractors, are not covered by the anti-discrimination laws.
The statute of limitations for filing all discrimination complaints in a New York court under the Human Rights Law remains three years.
It also applies to the federal government, employment agencies, and labor organizations. Title VII is enforced by the Equal Employment Opportunity Commission. Most employees and job applicants are protected by Title VII, but independent contractors are not.
Laws such as the Americans with Disabilities Act, the Family Medical Leave Act, the Civil Rights Act of 1964 or ADEA are only applicable to employees, not contract workers or independent contractors.
Independent contractors are not employees under the ADEA, and as such, are not protected against age discrimination. See 29 U.S.C. § 630(f). You should be aware, however, that just because you employer labels you an independent contractor does not necessarily mean that legally you are an independent contractor.