Akin Law Group, PLLC

Akin Law Group, PLLC

Akin Law Group, in Downtown Manhattan, represent employees who have been victimized as a result of sexual harassment and employment discrimination in addition to those that have been denied minimum wage, overtime pay, or Family Medical Leave.

Firm Overview

The firm strives to preserve the rights of individuals in the workplace regardless of sex, sexual orientation, race, religion, color, creed, disability or pregnancy, and to prevent retaliation against those who have complained of discrimination or sexual harassment. The attorneys at the Akin Law Group are dedicated to fighting for those who been subjected to sexual harassment or any other form of discrimination, (including but not limited to discrimination based on Race, Religion, Color, Creed, Sex, Sexual Orientation, National Origin, Disability, or Pregnancy) at their job or place of employment.


An all-too-common form of employment discrimination in New York is sexual harassment, which manifests itself in many forms. Sexual harassment is any unwelcome sexual advances, requests for sexual favors, or other offensive verbal or physical conduct of a sexual nature. Sexual harassment not only damages the victim's morale and ability to work, but also their outlook on life and their life outside of work, including their relationship with family members.

There are two types of sexual harassment: quid pro quo and hostile work environment. Quid Pro Quo and Hostile Work Environment.

QUID PRO QUO sexual harassment occurs when an employer, supervisor, or manager bases various employment decisions upon whether an employee complies with sexual demands. Any manager / supervisor at work may demand that an employee go out on a date, have sexual intercourse, or allow the manager / supervisor to touch her in certain ways in order for her to keep her job or obtain a promotion. In quid pro quo sexual harassment cases, the employee often needs to prove that a tangible employment action, such as firing, demoting, or a refusal to promote occurred as a result of his or her refusal to comply with demands for sex. Since most people are inherently aware that it is wrong or unlawful to sexually proposition an employee, they will often try to disguise the discrimination / retaliation with work performance or some other unrelated act.The attorneys at the Akin Law Group can help you with this complex area of the law and get the recovery that you deserve.

HOSTILE WORK ENVIRONMENT from sexual harassment is the more prevalent form of gender discrimination. Hostile Work Environment from sexual harassment occurs when an employee is subjected to unwanted sexual advances or conduct that interferes with his or her work performance, or creates a demoralizing and offensive work environment. A workplace can only be considered a hostile work environment if the demoralizing behavior is caused by the victim's membership in a protected class (i.e. because of his or her gender / sex). In other words, a supervisor cannot be said to have created a hostile work environment if he acts like a jerk to everybody in his office. However, if he treats women in a manner different from how he treats men, he may be found responsible for the existence of a hostile environment. Again, the attorneys at the Akin Law Group are well versed in the law regarding a Hostile Work Environment and will help you recover for the loss that you sustained.

At the Akin Law Group, our attorneys have been protecting men and women who have been the victims of sexual harassing, a hostile work environment and employment discrimination for over 20 years.

The Akin Law Group serves the needs of employees and workers in New York State, with a concentration in New York City (Brooklyn, Bronx, Manhattan, Queens and Staten Island), Westchester and Long Island.

The firm's personalized approach to each case ensures that client's claim will be handled aggressively, expeditiously and with utmost discretion and privacy. Client's have access to the firm's managing partner, attorney Zafer Akin, throughout the course of their legal matter. Mr. Akin explains all of the options available, answers all questions and puts all concerns to rest. He personally oversees each case and directs clients on the path to a favorable outcome.

Many employees/workers deserve good representation but cannot afford to pay for an attorney on an hourly basis or pay a large retainer. For those employees/workers, the Akin Law Group is an advocate on your side. Unlike many other firms, at the Akin Law Group, PLLC there is no fee for the initial telephone consultation. As an advocate of employees/workers who have been subjected to sexual harassment, employment discrimination, overtime-minim wage violation, the firm may accept the cases on a strict contingency fee arrangement (where there are no legal fees charged unless we make a recovery).
Main Office
Main Office
45 Broadway
Suite 1420
New York  NY  10006
  • (212) 825-1400
  • (212) 825-1440
Overtime Pay
The Attorneys at the Akin Law Group will help you recover the Minimum Wage and Overtime Pay that you and your family is entitled to, together with liquidated damages at NO COST TO YOU. Your employer will pay the cost while you make the recovery.
All workers in New York and New Jersey have the right to minimum wage and most have the right to overtime pay. At Akin Law Group, our attorneys protect workers in New York and New Jersey from unfair employment practices, including minimum wage and overtime pay violations. If you suspect your boss is cheating you out of your hard-earned wages, our legal team can help right away at no cost to you.

There are two major ways employers violate the law to deprive workers of minimum wage and overtime pay:

PAYING WORKERS IN CASH or OFF THE BOOKS Employers are required to record workers' hours and deduct for taxes. But if an employer is keeping you off the books, nothing's being reported. The employer doesn't take out taxes. Some don't even pay minimum wage. And you don't get time and a half after you've worked over 40 hours. Your Employer wants you to think you're getting a good deal by being off the books, but it works out to a loss. If you're being paid in cash, without a pay stub, it's very likely you're being cheated.

LISTING WORKERS AS MANAGERS ALTHOUGH THEY MANAGE NO ONE Employees that are Managers are exempt from overtime laws. If you're working a regular eight hour day and you're not supervising anyone, you're entitled to time and a half for overtime, regardless of whether your boss lists you as management. Fortunately, the law is on your side, even if you have no pay stub! If your employer broke the law by failing to give you a wage statement with your pay, the court will accept your memory of your work and pay as evidence.

The attorneys at the Akin Law Group are well-versed in the law. Lead attorney Zafer Akin, the managing attorney at the Akin Law Group, was listed as one of the Top Lawyers in New York for 2013 by the LEGAL NETWORK, had been selected to SUPER LAWYERS / NEW YORK METRO in 2014 and has now been selected again to SUPER LAWYERS / NEW YORK METRO in 2015 as an attorney who has attained a high-degree of peer recognition and professional achievement.

Being in practice for over 20 years, our legal team has helped thousands of clients recover millions of dollars. At our firm, you meet directly with an attorney to identify the full extent of your damages, which can include:

Unpaid wages You're entitled to the money you should have been paid in the first place.

Interest Employers must pay you interest on the money they failed to pay you.

Wage Theft Protection Act damages If you were not given a pay stub, this New York law says the employer must pay you damages of $100 per week up to $2,500.

Federal liquidated damages Under the Fair Labor Standards Act (FLSA), employees are entitled to an additional amount equal to the pay they were denied as liquidated damages, unless the employer can show a "good faith" mistake.

State liquidated damages New York Labor Law imposes a penalty on employers, forcing them to pay the worker an additional sum equal to the amount of unpaid wages.

Attorney fees The law requires the employer to pay attorney fees when a worker prevails in a minimum wage or overtime action.
Court costs and other expenses When the worker wins in court, the employer must pay.

To learn more about your rights related to recovery for wage violations, work with the respected attorneys at Akin Law Group. Set up a free initial consultation by calling 212-825-1400 or contacting us online.

According to the Fair Labor Standards Act (FLSA) and State minimum wage laws, employees must be paid a certain minimum wage. In New York - Currently all employees/workers working 40 hours or fewer must be paid at least $8.75 which will increase to $9.00 per hour as of December 31, 2015.

In New York, most employees are entitled to receive overtime pay, which is one and a half times their regular rate for all hours worked in excess of 40 hours per week. For hourly employees, this is fairly simple. If you make $10 per hour, you should receive $15 for each hour of work beyond 40 in a given week.

If you feel that your Employer is cheating you and your family out of proper pay, contact the Akin Law Group without delay.

Zafer Akin

Zafer Akin, the managing partner of the Akin Law Group, who was listed as one of the Top Lawyers in New York for 2013 by the Legal Network and who had been selected to Super Lawyers / New York Metro in 2014 as an attorney who has attained a high-degree of peer recognition and professional achievement has now been re-selected by the Legal Network and by Super Lawyers / New York Metro for 2015.

In addition to the Legal Network and Super Lawyers (among others), Mr. Akin is most proud of having been recognized by the Association of Trial Lawyers of AmericaNew Jersey for providing free legal representation to New Jersey families and victims of September 11, 2001 and for receiving a Certificate of Appreciation for Extraordinary Service in 2005 for serving as part of the New York State Trial Lawyers' Cares Team, which aided more than 1,700 victims' families.

Mr. Akin is an attorney in good standing with an unblemished record, duly admitted to practice law in the State of New York on March 1, 1995, admitted in the State of New Jersey on December 19, 1994, admitted in the United States District Court for the District of New Jersey on December 30, 1994, admitted in the United States District Court for the Eastern District of New York on June 7, 1995 and the United States District Court for the Southern District of New York on July 24, 1996.

Mr. Akin (an attorney with an excellent record for over 20 years) is devoted to representing the victims of Sexual Harassment, a Hostile Work Environment and Employment Discrimination (workers that are discriminated against based on their race, religions, color, creed, sex, sexual orientation, national origin, age, disability, pregnancy, and those that are perceived to be a certain age, perceived to be disabled or perceived to be homosexual). Mr. Akin will represent employees facing such harassment and discrimination before the Equal Employment Opportunity Commission (EEOC), the New York State Division of Human Rights (NYSDHR) and the New York City Division of Human Rights (NYCDHR).

In addition to representing victims of employment discrimination, Mr. Akin also represents those individuals that have been illegally paid an hourly salary below the minim-wage and those that have been denied overtime pay despite working in excess of 40 hours per week. Despite the Fair Labor Standards Act (FLSA), the Wage Theft Prevention Act and the Minimum Wage laws, many employers continue paying workers and employees less than the minimum wage and continue to deny employees and worker overtime pay (which is 1-1/2 times the regular rate of pay for any hours worked in excess of 40 hours per week).

Mr. Akin is most disturbed by employers that retaliate against employees for complaining of sexual harassment, reporting discriminatory treatment, voicing concerns about a hostile work environment or simply asking to be paid the minimum wage and overtime. For any employee that has faced retaliation for simply asking the employer to abide by the law, whether the employee is fired, scorned, ridiculed, demoted or disparaged Mr. Akin will fight to obtain all the recovery that you deserve including lost wages, lost opportunities, promotions, a relocation together with costs and expenses.

Most employees that have been discriminated at their job because of who they are (sex, race, religion, age, etc.), those individuals that have been exposed to a hostile work environment, those individuals that have and continue to be sexually harassed or terminated for complaining think that they cannot afford an attorney. Since the employer (often large business and corporation) can and do have attorneys working for them, they can make the claim process impossible for employees and workers with limited financial means. Knowing that many workers cannot afford to pay hundreds of dollars an hour for an attorney while the employer has attorneys working for them, Mr. Akin has always offered a FREE initial consultation to employees and workers that have had questions regarding the harassment and discrimination they suffered.

If Mr. Akin, who has dedicated his life to pursuing justice for the workers/employees, has evened the playing ground for workers with limited means. If Mr. Akin agrees to accept your claim, he may represent you on a Strict Contingency basis. In other words, with a contingency retainer Mr. Akin will not charge you any fee unless he can make a recovery for you. If you do not make a recovery, you will not have to pay the Akin Law Group any attorneys' fee.

Mr. Akin is a litigator who is a fierce advocate of his clients, representing individuals in all the Courts of the State of New York, including the Federal Courts, the New York State Supreme Court and the New York Court of Claims. He will provide individual attention to discrimination and sexual harassment issues since the fact pattern on each is so unique to a particular person or situation.
  • Bar Number: 2647246
    New York , 1995
  • Hofstra University - School of Law
    Juris Doctor , 1994

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