Joshua Friedman

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.

Columbia Law School

J.D. (1985) | Law

Columbia University

Graduate Studies in Economics

1982

Columbia University

B.A. (1981)

Honors: Parker Prize in Economics

Partner

Friedman & Houlding LLP

2014 - Current

Owner

Law Offices of Joshua Friedman

1987 - 2014

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

Courageous Plaintiff's Award

NELA/NY

2005

National Association of Employment Lawyers (National)

Member

Current

National Employment Lawyers Association, New York Affiliate

Member

2000 - Current

Activities: President 2014-2017; Board Member/Vice President 2005-2013

New York

• Free Consultation
  follow instructions on website www.joshuafriedmanesq.com
• Contingent Fees

• Racial Slurs and Hostile Work Environment
• Sexual Harassment
• Class Actions

Q. Is there a standard agreement and release form when an employee is terminated?

December 27, 2012

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?

December 27, 2012

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?

December 27, 2012

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. ... Read More