NYC Wrongful Termination Lawyers : Wrongful Termination

Several categories of wrongful termination claims exist under New York law and federal statutes. Discrimination based on race, color, religion, sex, national origin, age, or disability violates Title VII of the Civil Rights Act and the New York State Human Rights Law. Retaliation claims arise when an employee is fired for reporting illegal conduct, refusing to participate in unlawful activity, or exercising legal rights such as jury duty or voting. Additionally, termination in violation of public policy, such as firing an employee for filing a workers' compensation claim or serving in the military, constitutes wrongful termination. An experienced wrongful termination attorney will evaluate your specific circumstances to determine which legal theories apply to your case.

Wrongful termination claims in New York frequently involve situations where employees are fired after reporting harassment, safety violations, or wage and hour violations to management or government agencies. Some cases arise from sudden terminations following an employee's request for reasonable accommodations under the Americans with Disabilities Act or the New York State Human Rights Law. Others stem from terminations that follow protected activities such as filing a discrimination complaint with the New York State Division of Human Rights or the Equal Employment Opportunity Commission. NYC wrongful termination lawyers regularly handle these scenarios and understand the specific procedural requirements for each type of claim.

The New York State Human Rights Law provides broader protections than federal law in several respects. It covers employers with as few as four employees, compared to Title VII, which applies to employers with 15 or more employees. The law prohibits discrimination and harassment based on protected characteristics and requires employers to provide reasonable accommodations for disabilities and religious practices. Additionally, New York law extends protections to employees who are terminated for refusing to work in unsafe conditions, reporting violations of law, or engaging in protected concerted activity. A wrongful termination case that involves New York employers must consider these state law protections alongside federal claims.

Both federal and New York State law protect employees from retaliation for engaging in protected activities. These activities include reporting discrimination or harassment, filing complaints with government agencies, participating in investigations or legal proceedings, requesting accommodations, and refusing to participate in unlawful conduct. The New York Labor Law also protects employees who report violations of law to government agencies or internally. Retaliation claims do not require proof that the underlying violation occurred; rather, the employee must show that they engaged in protected activity and suffered an adverse employment action because of it. NYC wrongful termination lawyers analyze the temporal proximity and other evidence to establish the causal connection necessary for a successful retaliation claim.

The New York State Division of Human Rights investigates discrimination and harassment complaints under the Human Rights Law. Employees typically file administrative complaints with the Division, which then investigates and attempts conciliation. If the Division finds reasonable cause to believe discrimination occurred, the case may proceed to a hearing before an administrative law judge or be referred to the New York State Supreme Court. Alternatively, employees may bypass the administrative process and file directly in State Supreme Court after filing with the Division. The procedural rules differ significantly from federal court, and NYC wrongful termination lawyers ensure that all administrative prerequisites are satisfied and that court filings comply with New York Civil Practice Law and Rules. The Supreme Court also has jurisdiction over breach of contract claims, which may arise if your employment agreement contained specific termination provisions or if an implied contract existed based on employer representations.

Federal discrimination and retaliation claims must be filed with the Equal Employment Opportunity Commission within 180 or 300 days depending on whether New York State has a deferral agreement with the EEOC. New York has a work-sharing agreement, which means the EEOC defers to the New York State Division of Human Rights for investigation. Many employees file with both agencies simultaneously to protect their rights. After the EEOC investigates or issues a right to sue letter, the employee may file suit in federal court. NYC wrongful termination lawyers coordinate filings with both agencies and ensure that deadlines are met to preserve all available claims and remedies.

In addition to monetary damages, wrongful termination claims may result in reinstatement to your former position or a substantially equivalent position. Reinstatement is often preferred when the employee wishes to return to work and the employment relationship can be restored. However, many employees and employers prefer monetary settlements that provide finality and avoid ongoing workplace tension. NYC wrongful termination lawyers discuss all available options and work toward the resolution that best serves your interests and circumstances.

• Preserve all written communications with your employer, including emails, text messages, performance reviews, and termination notices.
• Document the date and circumstances of your termination and any statements made by management.
• Identify and record contact information for colleagues or supervisors who witnessed relevant events or statements.
• Maintain records of any protected activities you engaged in, such as discrimination complaints or safety reports.
• Keep copies of your job description, employment contracts, employee handbooks, and any other employment-related documents.
• Document your job search efforts and any interim employment or income following termination.

Contacting NYC wrongful termination lawyers promptly allows you to understand your rights, identify applicable claims, and ensure that all filing deadlines are met. An initial consultation typically involves reviewing the circumstances of your termination, analyzing applicable law, and discussing the potential for recovery. Many law firms, including ours, work on a contingency fee basis for employment discrimination cases, meaning you pay no upfront fees and attorney fees are recovered from the defendant if your case is successful. Early consultation also prevents you from inadvertently waiving rights or making statements that could harm your claim.