“Equal laws protecting equal rights—the best guarantee of loyalty and love of country.”—James Madison
Discrimination, Harassment & Retaliation
Simply put, discrimination in the workplace is real. However, in a post COVID, woke and the politically correct world, discrimination looks very different.
Gone are the days where you would be denied service if you were of African descent. Gone are the days where if you were Jewish you would be forced to wear a yellow star. Gone are the days if you were of Italian descent, you were considered so cheap that you would be referred to by a low-value coin.
In this brave new world, discrimination is you being told you are unable to work because you aren’t vaccinated. Discrimination is being told that because you are white, there are too many of you in a classroom, so you must be denied admission. Discrimination is being told that just because you are black, you need to have your handheld and be given handouts because you can’t compete with others.
Unfortunately, the groups of people who are hit the hardest are NOT of any particular racial or ethnic group, but rather, those who are members of the middle class—those who do not earn enough money to sue whoever they want without any concern for repercussions, but at the same time, those who are not earning so little that they do not have all the public amenities and benefits available to them. People and families earning between $30,000 – $250,000 make up this group.
AMIP was born from fire. To answer the call of the “deplorables”—those who do not believe that they must succumb to mainstream culture, to the lies, the deception, to the doublespeak, and the nonsense thrown down our throats every single day.
AMIP is here to help. Unlike most other firms, our fees are upfront, our budgets are clear, and our expectations are out at the forefront.
We charge lower hourly rates than other firms, engage in fundraising if necessary, and engage in flexible pricing/retainers, all contingent on the particular situation of the client. Our goal is to help. Our goals to take our unique expertise and experience, and get you the best results possible for your situation.
We litigate in New York and New Jersey, both State and Federal. We also offer consulting services (non-legal) in California and Florida. Our specialties are as followed:
● Discrimination
● Harassment
● Retaliation
● Whistleblowing
● Disability-Related Protections
● Pregnancy-Related ProtectionsReligion-Related Protections
● Off-Duty Conduct
● Lawful Activities Discrimination
● General Enforcement
We offer our expertise in a variety of statutory plans and codes.
●Title VII of the Civil Rights Act of 1964 (Title VII), 42 U.S.C. § 2000e et seq.
●Age Discrimination in Employment Act (ADEA), 29 U.S.C. § 621 et seq.
●Americans with Disabilities Act (ADA), 42 U.S.C. § 12101 et seq.
●Equal Pay Act (EPA), 29 U.S.C. § 206(d)
●Pregnancy Discrimination Act (PDA), 42 U.S.C. § 2000e(k)
●Immigration Reform and Control Act, 8 U.S.C. § 1324b(a)(1)(B), (a)(3)
Section 1981, 42 U.S.C. § 1981
●Genetic Information Nondiscrimination Act of 2008 (GINA), 42 U.S.C. § 2000ff(4)(A), (B)
●Uniformed Services Employment and Reemployment Rights Act (USERRA), 38 U.S.C. §§ 4301–4335
●Fair Labor Standards Act (FLSA), 29 U.S.C. § 201 et seq.
●Patient Protection and Affordable Care Act (ACA), 42 U.S.C. § 18116
●Employee Retirement Income Security Act (ERISA), 29 U.S.C. § 1140
●Family and Medical Leave Act (FMLA), 29 U.S.C. §§ 2601–2654
●The New York State Human Rights Law (NYSHRL)
N.Y. Exec. Law § 290 et seq.
●The New York Equal Pay Act,
●N.Y. Lab. Law § 194
N.Y. Lab. Law § 203-e (Prohibition of Discrimination Based on an Employee’s or a Dependent’s Reproductive Health Decision Making)
●The New York City Human Rights Law (NYCHRL),
NYC Administrative Code 8-101 et seq.
Reach out to us today and lets see if we could help!