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Hi, Typically, you must file an EEO complaint with the Equal Employment Opportunity Commission (EEOC) within 180 days from the date of the discriminatory act. However, if your employer is a state or local government entity, you have 300 days...
Read full answerHello, Her next of kin will be you and so you shall be the one to receive the benefits and her properties. You can contact us vfor assistance on the documentation and procession
Read full answerThank you and best regards, Kingsley Izimah, Esq. SK Solicitors
Read full answerEmployment and labor law in New York governs the relationship between employers and employees, covering workplace rights and responsibilities, wage and hour standards, discrimination, harassment, workplace safety, and the right to organize and bargain collectively. New York is known for having some of the most employee-friendly laws in the United States, with comprehensive protections that go beyond federal mandates. Both state and local agencies actively enforce these rights to ensure fair treatment and safe workplaces across different industries.
There are many situations when legal guidance is essential in employment and labor matters. These include being terminated or disciplined unfairly, facing workplace discrimination or harassment, experiencing wage or overtime violations, negotiating employment contracts, dealing with workplace retaliation, handling unemployment claims, or navigating complex workplace investigations. Employees and employers alike may require a lawyer to understand their rights, negotiate settlements, or represent them in claims or lawsuits. Additionally, labor unions and collective bargaining often involve complex legal considerations that benefit from professional legal advice.
New York State has several important laws and regulations that affect employment and labor relations. Some of the key aspects include:
Minimum wage rates in New York vary by region and employer size. As of 2024, the minimum wage is generally $16.00 per hour in New York City, Westchester, and Long Island, and $15.00 statewide outside those areas. Some workers, such as those earning tips, may have different wage rules.
Both state and federal laws protect workers from discrimination based on characteristics like race, color, national origin, sex, gender identity, religion, age, disability, sexual orientation, and others. New York State Human Rights Law often covers smaller employers that may not be covered by federal law.
Most employees in New York are entitled to overtime pay at a rate of one and a half times their regular rate for hours worked over 40 in a week, with some exemptions for certain administrative, executive, and professional positions.
New York is an at-will employment state, meaning employers can terminate employees at any time, for any reason, or for no reason, as long as it is not illegal (for example, based on discrimination or retaliation).
You should report the harassment to your employer through the procedures outlined in your workplace handbook or policies. You may also file a complaint with the New York State Division of Human Rights or the Equal Employment Opportunity Commission. Consulting a lawyer can help you understand your options and rights.
Eligible employees in New York have rights to paid family leave, earned sick leave, and, in some cases, paid safe leave if affected by domestic violence. These rights are separate from any employer-provided time off.
Employees who believe they have not been paid properly should first raise the issue with their employer. If the issue is not resolved, complaints can be filed with the New York State Department of Labor or in some cases with the United States Department of Labor.
It is illegal for an employer to retaliate against you for asserting your workplace rights, including filing a complaint or participating in an investigation. Retaliatory actions might include demotion, termination, reduction in hours, or unwarranted disciplinary action.
Non-compete agreements are enforceable in New York only if they are necessary to protect legitimate business interests, are reasonable in scope and duration, and do not impose an undue hardship. New York courts typically scrutinize such agreements carefully.
Unionized workers have the right to collectively bargain for better terms and conditions of employment. Employers and unions must negotiate in good faith. Disputes may arise under collective bargaining agreements, which are usually resolved through grievance and arbitration processes.
If you are facing an employment or labor issue in New York, keep careful records of all employment-related documents and communications. Review your employee handbook or policies to understand your rights and obligations. For most workplace issues, it may be helpful to try to resolve disputes internally first, such as by speaking with your supervisor or human resources. If your concerns are not addressed or you are unsure of your rights, consult an experienced employment and labor lawyer who can evaluate your case and guide you on the best course of action. Many lawyers offer free consultations or work on a contingency fee basis for certain types of cases. If you cannot afford a lawyer, explore local legal aid organizations or government agencies that may be able to assist you.
