Bohemia, New York — A former fair housing investigator at a Long Island nonprofit has filed a federal lawsuit alleging workplace discrimination and retaliation after raising concerns about derogatory comments made by a colleague. JaNeen West claims her experience at Long Island Housing Services led her to leave her role in January 2023, less than a year after she was hired.
In the lawsuit, filed last week in Central Islip, West alleges that a coworker made several sexist remarks, asserting that women should take care of household duties and child-rearing. When she reported these comments to the organization’s deputy director, West stated that she faced retaliation, including changes to her work responsibilities and unwarranted criticism of her job performance.
West’s attorney, Sara Wyn Kane, expressed disbelief that an agency aimed at addressing housing discrimination would handle such complaints in this manner. Long Island Housing Services has a long-standing reputation for settling numerous fair housing complaints against landlords and real estate agents over the past five years.
Executive Director Ian Wilder declined to comment on ongoing litigation, leaving questions about the organization’s response to the allegations unanswered. The lawsuit seeks unspecified damages for violations of both federal and state laws regarding discrimination and retaliation in the workplace.
In addition to the claims of harassment, West also alleges that Long Island Housing Services failed to provide reasonable accommodations for her medical condition. She noted that a doctor had advised her to limit exposure to illness due to lung nodules, but her request to work remotely full-time was met with resistance. Though initially permitted to work from home part-time, her circumstances changed after her formal request, leading to further complications.
The nonprofit reportedly requested extensive medical records from West after she provided a doctor’s note, a move described by Kane as invasive and unnecessary. Although West was never formally instructed to return to the office, she was required to use paid leave for time spent retrieving supplies, which contributed to her distress.
Title VII of the Civil Rights Act prohibits discrimination based on several protected characteristics, including sex, and the Americans with Disabilities Act safeguards individuals with disabilities. Retaliation against employees who voice concerns is outlawed under both federal and state law.
Legal experts suggest that demonstrating a pattern of harassment is crucial in these cases. “Proving retaliation often hinges on showing that there were multiple incidents prompting the complaint,” said David H. Rosenberg, an attorney who represents plaintiffs in discrimination cases.
West’s attorney aims to establish that her client faced retaliation for her complaints about discrimination. “The core question here is whether she was punished for speaking out about her concerns,” Kane remarked.
This case highlights ongoing issues surrounding workplace discrimination, a challenge that persists despite efforts to promote equality and fair treatment in employment settings.
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