Tuckner, Sipser, Weinstock & Sipser, LLP

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Tuckner, Sipser, Weinstock & Sipser, LLP As New York sexual harassment and women’s discrimination lawyers, we represent women who are harassed and illegally discriminated against in the workplace.

We are New York's wrongful termination and employment discrimination lawyers. If you are facing pregnancy discrimination, sexual harassment, age discrimination or gender pay disparity, we understand what it’s costing you. Financially. Physically. Emotionally. We can help. Since 1999 we have represented hundreds of women and men against all forms of unjust workplace conduct, including wrongful termination, all forms of gender discrimination such as sexual harassment, pregnancy discrimination, and maternity leave violations, and race, age, ethnicity, and religious discrimination, as well as those who have been illegally fired or the subject of wrongful termination. Contact us today to find out how we can help you.

10/19/2026

Menopause symptoms affecting your job? You've got federal rights NOW.

On World Menopause Day, here's what I want women to understand: debilitating perimenopause and menopause symptoms can trigger federal workplace accommodation protections, even without a menopause-specific law.

Don't wait until you're on a PIP or being pushed out. Ask for what you need, put it in writing, and know that requesting an accommodation is itself protected activity.

Looking for a menopause-trained healthcare practitioner? Search The Menopause Society's directory by ZIP code:

https://portal.menopause.org/NAMS/NAMS/Directory/Menopause-Practitioner.aspx?559349df2230=2

You're not begging for a favor. You're exercising rights you already have.

10/15/2026

Black women are expected to be strong enough to endure anything. But when they challenge how they're being treated, suddenly they're the problem.
That double bind has roots in slavery, and its legacy didn't disappear with emancipation.

Two brilliant Black women civil rights lawyers, Sherry D. Soanes and Sacred B. Huff, helped me understand how deeply this history still shapes the treatment of Black women at work.

Their presentation challenged us as employment lawyers to recognize the coded racism hiding in plain sight. Because how can we fight discrimination if we don't even recognize it?

This history ain't just history.

10/15/2026

A Black woman commented that her boss keeps joking she's going to cuss him out.

That's the outrageous angry Black woman stereotype, alive and well in the workplace.

The assumptions about her temperament. The questioning of her competence. The constant pressure to prove herself while being judged by a different standard.

These microaggressions aren't isolated incidents in a vacuum. They're part of a larger pattern. And for Black women, racism and s*xism intersect. The whole can be greater than the sum of its discriminatory racist and s*xist parts.

You may decide to keep your head down until you find another job. That's your choice. But if you're going to challenge discrimination, don't bury your lede.

Name it. Put it in writing. Make it a civil rights complaint.

And if your employer punishes you because you complained about discrimination, that's retaliation.

A right you don't raise is a right you don't have.

10/14/2026

How do you find an employment lawyer who actually represents employees? And what if you can't afford one?

These are among the questions I've been getting from women responding to my microaggressions video.

Here's something worth knowing: plenty of plaintiff-side employment lawyers take discrimination cases on contingency, meaning their fees depend on a recovery. I do too.

But there's a difference between finding a lawyer to pursue a claim after you've been fired and finding someone who can advise you while you're still working, when you may have opportunities to protect yourself and strengthen your legal position.

The National Employment Lawyers Association (NELA) has a directory of employee-side lawyers around the country. Start there, and look for someone whose practice fits your situation.

Don't assume you have to wait until you've lost your job to find out what your options are.

10/13/2026

Think filing an EEOC charge means somebody's going to fight your discrimination case for you? Think again.

After nearly 30 years representing employees, I've seen how disappointed people can be when they expect the EEOC to deliver justice.

The agency has an important role, and its free mediation program can sometimes be a terrific opportunity to resolve a case. But filing a charge isn't the same as having a lawyer developing your evidence, negotiating with your employer, and preparing to litigate if necessary.

And the deadlines are no joke. Depending on the circumstances, you may have only 180 or 300 days from the last discriminatory act to file a charge (typically when you're terminated), and typically just 90 days to sue after receiving a right-to-sue notice.

My advice? Know what you're doing, protect your deadlines, and use the EEOC strategically. Don't assume the agency is going to do your lawyer's job.

10/11/2026

I can't tell you how much I appreciate the response to my microaggressions video. The comments, questions, and personal stories have been extraordinary. Clearly, this hit a nerve.

I wish I could answer everybody individually, but there are hundreds of questions, and they keep coming.

So here's an idea: Let's do a LIVE.

I've never done one, but I'd love to get into some of these questions about workplace discrimination, retaliation, the EEOC, finding a lawyer, and protecting your rights before things go south.

We can talk about the law and workplace strategies, although individual cases need to be evaluated privately, with all the relevant facts.

If there's interest, let's try one this coming week. Would you join?

And if you'd like to contact our firm, email [email protected]. Put the social media platform where you found me in the subject line so our team can route your inquiry.

10/10/2026

Microaggressions at work: incessant, everyday paper cuts that insult your competence and invalidate your reality.

I represent many Black women in leadership who know exactly what that feels like.

One extraordinarily accomplished woman came to me while she was still employed, questioning whether the discrimination she was experiencing was real. We worked together behind the scenes as she raised her concerns about race and s*x discrimination, clearly, credibly and consistently.

And every time she pushed back, her employer made things worse.

She was ultimately fired. But those complaints, made BEFORE her termination, helped establish the retaliation claim and the legal leverage that led to a successful settlement.

Had she waited until after she was fired to speak up, it would have been a very different case.

You don't need a smoking gun to raise a good-faith concern about discrimination. Get advice early. Explain why you reasonably believe you're being treated differently because of your race, s*x or another protected characteristic. Put it in writing.

A right you don't raise is a right you don't have.

10/09/2026

You can be fired WHEN you're pregnant, Black, over 40, disabled, or on FMLA leave. But you cannot lawfully be fired BECAUSE of a protected characteristic or for exercising your FMLA rights.

That's the distinction every employee needs to understand.

At-will employment doesn't give employers a license to discriminate. And menopause-related discrimination may also implicate s*x, age, or disability protections.

10/09/2026

You can suffer discrimination at work for months, even years, without ever making a protected complaint. And that distinction matters.

Whether it's s*x, race, pregnancy, menopause, age, disability or gender identity, if you believe you're being treated differently because of who you are, don't just suffer in silence. Put your concerns in writing. Tell your employer what you believe is discriminatory and why.

A good-faith complaint about conduct you reasonably believe is unlawful can give you separate protection against retaliation. It doesn't make you immune from being fired, but it can change the legal equation.

A right you don't raise is a right you don't have.

10/08/2026

First we fought and won full protections for pregnancy, next up, menopause. But until the Menopausal Workers Fairness Act becomes law, similar to the Pregnant Workers Fairness Act of 2023, you’re still protected even now.

Address

535 Fifth Avenue, 4th Floor
New York, NY
10017

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Monday 9am - 6pm
Tuesday 9am - 6pm
Wednesday 9am - 6pm
Thursday 9am - 6pm
Friday 9am - 6pm

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+12127669100

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