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

Joshua Friedman

Friedman & Houlding LLP
  • Employment Law
  • New York
Rate This Lawyer
Lawyer Rating and Reviews
Legal Knowledge
Legal Analysis
Communication Skills
Ethics and Professionalism
Rating: 10 Justia Lawyer Rating - 10 out of 10
I have rated Josh in this manner because of the work he has done for his clients and the work he did with me while we both served on the Board of NELA/NY.
Claimed Lawyer ProfileQ&ALII PlatinumBlawgsearchSocial MediaResponsive Law

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
  • Class Actions
  • Sexual Harassment
  • Racial Slurs and Hostile Work Environment
  • Free Consultation
    follow instructions on website
  • Contingent Fees
Jurisdictions Admitted to Practice
New York
Professional Experience
Columbia Law School
J.D. | Law
Columbia University
Graduate Studies in Economics
Columbia University
Honors: Parker Prize in Economics
Professional Associations
National Employment Lawyers Association
- Current
National Employment Lawyers Association, New York Chapter
- Current
National Headache Foundation
Board Member and Head of Fundraising
Activities: Attending Board meetings (Chicago, IL), planning fundraising events, working with physician Board members, hosting and speaking at NHF events.
National Employment Lawyers Association, New York Chapter
Activities: Chief Executive of 350+ member New York plaintiff-side employment bar association. Involved in all aspects of organization, supervising Executive Director, running Board of Directors Meetings, setting agendas, fund raising, speaking at NELA/NY events.
National Employment Lawyers Association, New York Chapter
Board Member
Activities: Creation and execution of NELA/NY projects (website, listserv, committees), setting NELA/NY goals, financial monitoring.
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.
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 but there are other good ones out there you can find with a google search.
Click here to see all answers
Social Media
Contact & Map
Friedman & Houlding LLP
230 Park Ave
3rd Floor West
New York, NY 10169
Telephone: (888) 369-1119 Ext. 1
Fax: (866) 731-5553