Free Consultation: (888) 369-1119Tap to Call This Lawyer
PREMIUM
Joshua Friedman

Joshua Friedman

Friedman & Houlding LLP
  • Employment Law
  • New York
Badges
Claimed Lawyer ProfileQ&AGoldBlawgsearchSocial MediaResponsive Law
Summary

Joshua Friedman, a graduate of Columbia Law School, has over thirty years of experience representing employees in discrimination and sexual harassment lawsuits in state and federal courts.

Joshua Friedman's practice is focused exclusively on representing plaintiffs in employment and education harassment, discrimination and retaliation law suits, and class action law suits. Cases are handled on a contingent fee basis. Consultations are free and confidential.

Practice Area
  • Employment Law
Additional Practice Areas
  • Racial Slurs and Hostile Work Environment
  • Sexual Harassment
  • Class Actions
Fees
  • Free Consultation
    follow instructions on website www.joshuafriedmanesq.com
  • Contingent Fees
Jurisdictions Admitted to Practice
New York
Placeholder image for jurisdictions.
Languages
  • English
Professional Experience
Partner
Friedman & Houlding LLP
- Current
Owner
Law Offices of Joshua Friedman
-
Education
Columbia Law School
J.D. | Law
Columbia Law School Logo
Columbia University
Graduate Studies in Economics
Columbia University Logo
Columbia University
B.A.
Honors: Parker Prize in Economics
Columbia University Logo
Awards
Courageous Plaintiff's Award
NELA/NY
Professional Associations
National Association of Employment Lawyers (National)
Member
Current
Placeholder image for professional associations.
National Employment Lawyers Association, New York Affiliate
Member
- Current
Activities: President 2014-2017; Board Member/Vice President 2005-2013
Placeholder image for professional associations.
Speaking Engagements
Requests for Electronic Documents - Negotiation and Motion Practice, NELA/NY Conference
Spring 2007
"Continuing Legal Education for New York Neutrals - Valuing Emotional, Economic and Punitive Damages in Employment cases" - Collected cases NY State and City Compensatory, Punitive and Remittitur, NELA/NY
March 2018
Representing Workers in Harassment & Retaliation Claims Program "Damages: Maximizing Your Client's Recovery", NELA National Conference
Fall 2008
Understanding and Prosecuting Hostile Work Environment Claims, Low Wage Task Force, NELA /NY
Spring 2009
Exploring The Issue Of Consent In Sexual Harassment Cases, NELA National Annual Conference
Spring 2014
Damages in Sexual and Racial Harassment Cases, American Academy of Psychiatry and the Law Annual Conference
January 23, 2016
Legal Answers
7 Questions Answered

Q. Is there a standard agreement and release form when an employee is terminated?
A: There is no standard form. Also, you are not required to sign an agreement releasing your employer from legal claims if your are terminated, however, most employer's condition receipt of severance payments on signing such a release. If you believe you have valuable legal claims, ask for time to consult an attorney, before you have to decide whether to sign.
Q. Do the discriminative restrictions on US NAVY employment for non Greek NATO members in Greece have legitimacy?
A: Are you asking whether, acting as a civilian employer, the US Navy may abide NATO restrictions on hiring non-Greeks, on Greek soil?
Q. Met w/an Attorney who took to long to get back to me, went past the 90 day from EEOC. What can I do now?
A: There are two clear answers, and a large grey area. If the attorney signed an agreement in which he agreed to bring a lawsuit for you, or even to represent you in your claim against your employer, you very likely can hold him or her responsible for blowing the deadline. If you and the attorney were merely discussing your case, there was no understanding that the attorney would represent you, and you were aware of the deadline, it is unlikely a court would hold the attorney responsible. There are a range of more ambiguous situations in between these two extremes, and there are 50 states, each with different laws on legal malpractice, so to get a clear opinion, you need to retain someone experienced in legal malpractice in your state. NB: for claims of race, color or national origin discrimination, there is a four year statute of limitations, and it makes no difference whether you met your 90-day EEOC filing deadline. Check out 42 USC 1981.
Q. How many years does an employee have before the right to sue the employer for wrongful dismissal expires?
A: In NY, three years for discrimination, except race and color discrimination, for which there is a special federal statute called 42 USC 1981, which has a four year deadline. Not to be confused with something the EEOC issues when it finishes your case, called a Notice of Right to Sue. You have only 90 days to file your lawsuit once you receive the Notice of Right to Sue from the EEOC.
Q. I WAS WRONGFUL LAY OFF,AFTER COMPLAINING ABOUT A MANAGER?
A: What was your complaint? If you were complaining about employment discrimination, overtime, minimum wage, or other legal issues, you might be able to sue, if you were laid off because of your complaint.
Q. Can i withold an employees pay if they quit without notice if the employee is in breach of contract
A: Not in NY.
Q. How can I find out if I am being blacklisted by a previous employer?
A: There are a number of companies which will check your reference at your former employer posing a a company which is considering hiring you. We use www.allisontaylor.com but there are other good ones out there you can find with a google search.
Click here to see all answers
Contact & Map
Friedman & Houlding LLP
230 Park Ave
3rd Floor West
New York, NY 10169
USA
Telephone: (888) 369-1119 Ext. 1
Fax: (866) 731-5553