Why these events create higher risk

Employer liability does not end at the office door

Monday morning: What to do if something happened

1. Review workplace policies before you start

• Read employee handbooks and internship agreements carefully
• Identify who handles workplace complaints
• Keep copies of important company policies
• Review workplace protections under New York State and New York City laws

2. Recognize warning signs early

• Repeated comments about your appearance
• Unwanted flirting or personal messages
• Requests to spend time alone outside of work duties
• Inappropriate jokes, pictures or conversations
• Pressure to accept attention that makes you uncomfortable

3. Document concerns carefully

4. Report issues through appropriate channels

Understand your rights as an intern in NYC

Recognizing patterns of exclusion

• Coworkers shunning you at team lunches and events
• Peers "forgetting" to invite you to a meeting and finally
• Bosses passing you over for promotions and ignoring hard work

Defending against exclusionary behavior

• New York City Commission on Human Rights (NYCCHR)
• US Equal Employment Opportunity Commission (EEOC)
• New York State Division of Human Rights (NYSDHR)

The rigorous Super Lawyers Rising Stars selection process.

• Nomination: Attorneys enter the running through nominations from other lawyers in their field. Self-nominations and organized group-voting are not allowed. Super Lawyers also has an in-house research team that actively looks for talented attorneys who may have been missed but have strong track records.
• Independent research: The research team evaluates each candidate across 12 criteria related to reputation and professional accomplishments. These indicators include verdicts and settlements, transactions, representative clients, experience, honors and awards, special certifications, bar activities, pro bono service, scholarly lectures, and education.
• Peer evaluation: The top candidates in each area of law are then reviewed by a "Blue Ribbon Panel",  a group of highly rated attorneys who assess their fellow lawyers within the same field.

Reyna Lubin: a champion for workplace justice

David John Hommel: excellence in appellate and trial advocacy

Andrew Clark: protecting the rights of the deaf and hard of hearing

A continued commitment to fighting for justice

Looking For A Sexual Abuse Lawyer?

Why deadlines matter

A statute of limitations sets the deadline for when a victim can file a lawsuit. Once it expires, a court can dismiss the case even when the abuse is clear. Hawaii’s recent changes can reopen access to justice for some survivors. These rules can be technical. A qualified attorney can help determine which deadline applies.

Key rules for adult survivors

Hawaii created a special two-year revival window for certain adults with claims that had already expired under prior law. This window is not permanent. It closes June 30, 2026.

The key points for adult survivors are:

• A special filing window applies to some previously time-barred adult claims  
• For abuse after June 30, 2012, a claim against the abuser may be filed until June 30, 2026  
• The window is temporary, with a firm end date of June 30, 2026

If this category fits your experience, waiting can mean losing the opportunity to file. 

Key rules for child survivors

Hawaii also strengthened protections for people abused as children, especially for newer cases. These expanded deadlines can give survivors more time to connect long-term psychological harm to past abuse.

The core framework for child survivors includes:

• For abuse occurring on or after July 1, 2024, the filing deadline extends until age 50  
• The deadline can also be within 5 years of discovering psychological injuries caused by the abuse, whichever is later

These rules can depend on facts such as when the abuse occurred, when symptoms emerged and when causation became clear through therapy, diagnosis, disclosure.

What to do next

If you think Hawaii’s revival window might apply to you, consider speaking with a lawyer with experience building sexual abuse cases soon. An initial consultation can clarify deadlines, defendants and potential claims. Legal action can be one tool for accountability and lead to financial support to help healing as well as serve to further prevent future harm.

We are not admitted to practice in Hawaii and will seek appropriate admission in the jurisdiction through pro hac vice applications. We are working with attorney Rodney Bridgers as our local counsel in Hawaii. The Law Office of Rod Bridgers is located at 707 Richards Street in Honolulu, HI. 

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How do microaggressions impact the workplace?

What are common examples of race based microaggressions?

• Asking “Where are you really from?” to imply someone does not belong.
• Complimenting someone’s English (e.g., “You speak English so well”) based on assumptions about their background.
• Saying “I don’t see color” in ways that dismiss or minimize lived experiences of racism.
• Assuming someone is less qualified (e.g., surprise at their role or position) because of racial stereotypes.
• Treating someone as a spokesperson (e.g., “What do your people think about…?”) rather than as an individual.
• Clutching belongings, avoiding proximity or acting fearful around someone based on racial bias.
• Mixing up or confusing people of the same race (e.g., “You all look alike”) or repeatedly misnaming them.
• Making “positive” stereotypes (e.g., “Asians are good at math,” “Black people are naturally athletic”) that reduce people to generalizations.
• Touching someone’s hair or body without consent, especially when framed as curiosity.
• Expressing surprise at interracial families, cultural practices or names in ways that suggest they are “unusual.”

What remedies are available for victims of workplace racial discrimination? 

Moving beyond the "severe or pervasive" trap

• The superior standard: Under the NYCHRL, harassment is actionable if it treats an individual "less well" than others because of their gender.
• A departure from federal norms: Unlike federal law, New York City mandates that the law be interpreted broadly to protect victims, regardless of how federal courts view similar conduct.
• The petty slight defense: The only defense an employer has is to prove that the conduct was nothing more than a petty slight or trivial inconvenience. The burden of proof for this defense lies entirely on the employer, not the employee.

Why early action is essential

• Broad liability: The NYC law often makes it easier to hold both the employer and individual supervisors accountable for the harassment.
• Damages and penalties: Victims may be eligible for compensatory damages, punitive damages, and the payment of their attorney fees, which incentivizes companies to take every complaint seriously.

Constructive discharge vs. voluntary resignation

Behaviors that can lead to constructive discharge

• Sexual harassment, including unwanted advances or explicit propositions tied to job benefits
• Discrimination based on race, age, disability, religion, gender or other protected characteristics
• Retaliation for reporting misconduct or participating in investigations
• Hostile work environment involving persistent intimidation or humiliation

Steps to take before resigning

Rights and careers worth protecting

Does this mean they cannot be wrongfully terminated?

• Discrimination based on race, religion, gender, age, disability, national origin pregnancy or other protected status
• Retaliation for whistleblowing or filing a workplace complaint
• Termination that violates public policy or an implied contract

Understanding emotional and physical responses

• Intense bouts of anxiety or panic attacks
• Chronic sleep disturbances and exhaustion
• Feelings of isolation or clinical depression
• Documented trauma responses like PTSD

Finding a path to personal closure

How an advocate protects your future