Labor Attorney in NYC : Labor Law Violation Defense

Wage and hour violations are among the most frequent labor law violations in New York City. Employers may fail to pay minimum wage, deny overtime compensation, or improperly deduct from employee paychecks. Misclassification of workers as independent contractors instead of employees is another common violation that denies workers critical protections and benefits. Additionally, violations may include failure to provide meal and rest breaks, retaliation against workers for reporting violations, and failure to maintain proper employment records. A labor attorney in NYC can review your employment situation to determine if any violations have occurred.

New York State labor law provides extensive protections beyond federal requirements under the Fair Labor Standards Act (FLSA). The New York Labor Law requires employers to pay at least the state minimum wage, which is currently higher than the federal minimum wage. Employees are entitled to one day of rest in seven, and employers must provide meal breaks for shifts exceeding six hours. New York also prohibits discrimination and harassment based on protected characteristics, including race, color, national origin, age, disability, and gender. A labor attorney in NYC specializes in both federal and state protections to ensure comprehensive legal representation.

Overtime compensation must be calculated based on the employee's regular rate of pay multiplied by one and one-half for all hours worked over forty hours per week. New York law also requires employers to pay employees for all time worked, including time spent preparing for work, traveling between job sites, and performing other job-related duties. When an employer violates wage and hour laws, employees may recover not only unpaid wages but also liquidated damages equal to the unpaid wages, plus attorney fees and costs. A labor attorney in NYC will calculate the full amount of damages you are entitled to recover under applicable law.

Under New York Labor Law, claims for unpaid wages must generally be filed within six years of the violation. However, if the violation involves fraud, the statute of limitations may be extended. Federal claims under the FLSA have a three-year statute of limitations for willful violations and two years for non-willful violations. It is important to file your claim promptly and follow all procedural requirements. A labor attorney in NYC will ensure your claim is filed correctly and within all applicable deadlines to protect your rights.

Employees are protected when they report workplace violations, participate in government investigations, request reasonable accommodations for disabilities, or oppose discriminatory conduct. Retaliation may include termination, demotion, reduced hours, negative performance reviews, or other adverse employment actions taken because of the employee's protected activity. To establish a retaliation claim, you must show that you engaged in protected activity, your employer knew about it, you suffered an adverse employment action, and the protected activity was a contributing factor in the employer's decision. A labor attorney in NYC will gather evidence and build a strong case to prove retaliation.

Victims of workplace discrimination may recover compensatory damages for lost wages, emotional distress, and other harms suffered. Punitive damages may also be available if the employer's conduct was particularly egregious. Additionally, you may be entitled to reinstatement to your former position, front pay, back pay, and recovery of attorney fees and costs. Some discrimination claims may also be pursued through the New York State Division of Human Rights or the federal Equal Employment Opportunity Commission (EEOC). A labor attorney in NYC will advise you on the best forum for your claim and pursue all available remedies.

When filing a wage and hour claim in New York State Supreme Court, the plaintiff must comply with the New York Civil Practice Law and Rules (CPLR). Claims must be served on the defendant employer within 120 days of filing, and the defendant has 20 days to respond. Discovery procedures allow both parties to exchange information and documents relevant to the claim. Depositions may be taken to obtain testimony from witnesses and parties. A labor attorney in NYC is familiar with all procedural requirements and will ensure your case is properly prepared for trial or settlement negotiations.

The New York Department of Labor investigates wage and hour complaints and may pursue claims on behalf of employees. The New York State Division of Human Rights accepts discrimination complaints and conducts investigations. Many employment disputes are resolved through arbitration, which is faster and more private than litigation but may limit your appeal rights. Understanding the advantages and disadvantages of each forum is essential to protecting your interests. A labor attorney in NYC will advise you on the most appropriate forum for your specific claim and represent you throughout the process.

Employers should maintain detailed records of all hours worked, wages paid, and deductions made for each employee. Job classifications must be accurate and based on actual job duties and responsibilities. Policies should clearly communicate wage payment practices, break periods, and anti-discrimination and anti-retaliation protections. Managers and supervisors should receive training on labor law requirements and proper employment practices. For specialized guidance on specific compliance issues, employers can consult the Labor Laws practice area. Additionally, those involved in real estate transactions should be aware of the NYC Broker Fee Law, which has specific employment-related implications for brokers and their employees in the rental market.

Employees should keep detailed records of hours worked, including start times, end times, and break periods. Save all pay stubs and employment documents. Document any violations, discrimination, or retaliation, including dates, times, locations, and names of witnesses. Report violations to your employer's HR department or management, and follow any internal complaint procedures. If internal resolution is not possible, file a complaint with the appropriate government agency or consult with a labor attorney in NYC to discuss your legal options.