New York is a city with too many businesses and industries to even count. With so many jobs, ideally, citizens are happily employed. However, employers have often been known to create hostile work environments, be it through unfair wages or outright discrimination.
Morgan and Morgan’s labor and employment and wage and hour divisions handle all types of employment and wage-related cases on behalf of employees across the country. Our team of lawyers primarily focuses its attention on discrimination, harassment, overtime, minimum wage and wrongful discharge cases.
Fair Pay for Fair Work in New York
Following the Great Depression, the federal, state, and local governments began to regulate the terms of employment to protect the workforce. This regulation has evolved into a variety of areas:
- Minimum wage – Most non-tipped employees are entitled to receive a minimum hourly wage for work. The New York minimum wage was changed, and as of December 31st, 2016, minimum wage in NYC is now either $10.50 or $11.00, depending on how many people are employed at the company.
- Overtime – With some exceptions, the federal Fair Labor Standards Act requires that employees be paid “time and a half” – 150% of their normal hourly wages – if they work more than 40 hours in a calendar week.
- Emergency leave – The federal Family and Medical Leave Act (FMLA) requires covered employers to provide up to 12 weeks of unpaid leave during any 12 month period for events such as the birth of a child, a personal illness or injury, or the illness of a family member.
- Unpaid wages – Sometimes, employers simply don’t pay outgoing employees the wages they are owed. This can be regular salary as well as unused vacation and leave, commissions, bonuses, and other vested rights.
Most employers are pragmatic enough to hire the best person for the job, and handle situations without taking into account race, gender, religion, or an employee’s other personal attributes. But discrimination and harassment in the workplace still occur frequently in the United States.
Some discrimination can be subtle, and often appear inadvertent, but is still harmful. This includes:
- Refusing to hire;
- Using unnecessary job qualifications to root out members of minority groups;
- Failing to promote;
- Refusing to hire a person with disabilities even though they are able to do the job with reasonable accommodation;
- Refusing to reasonably accommodate the religious practice or custom of an employee;
- Unfairly enforcing disciplinary policies against members of minority groups;
- Advertising positions in ways that exclude minority groups; or
- Refusing to provide a reasonable accommodation for a disabled employee who requests it.
How an Attorney Can Help
If you are involved in a dispute with your employer, your decision to hire an attorney or pursue the matter alone can have a direct impact on whether your employment rights are ultimately protected. In most situations, the company, especially a large corporation, will have more resources than its employees.
Morgan & Morgan’s attorneys in New York City aren’t just experienced, successful, and resourceful; they’re also what so many workers need when dealing with the powerful legal counsel of their employer: affordable.
Our lawyers work on a contingency fee basis, meaning that if we don’t win, you don’t pay. You won’t get bogged down in legal fees with Morgan & Morgan, allowing us to continue as your attorneys and fight larger companies for you.
Contact Morgan & Morgan Today
Our team of New York City labor dispute attorneys is ready to fight for you. They will work on your behalf to try and hold your employer accountable for their labor and employment violations. If you think you’ve been a victim, contact us today for a free, no-risk case evaluation to have your claim evaluated.