New York is home to some of the biggest companies in the world. As a company grows in size and complexity, so do its policies governing the employer-employee relationship. These policies are extensive and detailed and tend to cover a wide range of topics – from workplace conduct to benefits, leave policies, performance expectations, and many more.
Understanding the nuances of your company’s policies is essential to protect your rights and interests as an employee. At Levine & Blit, we have decades of experience in fighting for the rights of employees in the workplace. We have extensive knowledge of state, federal, and local labor laws and regulations and we can help you comprehend and navigate your company’s employment policies and assert your rights in the workplace.
Call us today to schedule a free consultation with one of our experienced New York employment lawyers.
👉Also Read: Protecting Your Workplace Rights: The Vital Role of Labor Attorneys in New York
New York State and Federal Labor Laws That Companies Must Comply With
Employers in New York are subject to state as well as federal employment laws and compliance with these legal requirements is essential to maintain a fair and safe work environment. The most important employment and labor laws that are applicable to companies in New York include:
Federal Employment Laws
- Fair Labor Standards Act (FLSA)
- Title VII of the Civil Rights Act of 1964
- Americans with Disabilities Act (ADA)
- Age Discrimination in Employment Act (ADEA)
- Family and Medical Leave Act (FMLA)
- Occupational Safety and Health Act (OSHA)
- Equal Pay Act (EPA)
- Employee Retirement Income Security Act (ERISA)
New York Employment Laws
- New York State Human Rights Law (NYSHRL)
- New York State Labor Law
- New York Paid Family Leave (PFL)
- New York State Minimum Wage Act
- New York City Human Rights Law (NYCHRL)
- New York State Worker Adjustment and Retraining Notification (WARN) Act
- New York State Paid Sick Leave
- New York State Wage Theft Prevention Act (WTPA)
Why Employment Policies of Large Companies Can Be Hard to Understand for Employees
Legalese and Jargon
Employment policies tend to include a lot of legal language and industry-specific jargon, which you might not be able to understand clearly. The use of complex terminology can create confusion and make it harder for you to understand the implications of the policies.
Lack of Clarity
Some policies might lack clarity or specificity due to the use of ambiguous language. As a result, you might struggle to understand how certain provisions apply to certain situations, which in turn can lead to uncertainty about your rights and obligations.
Frequent Updates and Changes
Large companies tend to amend and update their policies from time to time in response to changes in labor laws, regulations, and industry standards. These updates can make it challenging for you to stay abreast of the latest revisions and lead to confusion and potential non-compliance.
Cross-Referencing and Interconnected Policies
Employment policies in large organizations are often interconnected with references and cross-references between different documents. It can create a complex web of policies and make it difficult for you to understand the implications of one policy on another.
Diversity of Policies
Large companies often have different policies for different departments and roles. Navigating through these policies and understanding how specific policies might apply to individual circumstances can be a daunting task.
Why Choose Levine & Blit to Represent You in Employment Disputes?
At Levine & Blit, we take immense pride in our unwavering commitment to protecting the rights of employees in New York. We have a distinguished team of attorneys who specialize in employment law matters and we make sure each and every one of our clients receive dedicated representation and unparalleled expertise.
Our New York employment law attorneys have decades of experience in handling cases related to a wide range of employment law issues – ranging from employment discrimination to workplace discrimination, workplace sexual harassment, wrongful termination, minimum wage violations, overtime pay violations, and many more.
Our New York employment lawyers are known for their deep knowledge of state and federal labor laws and industry-specific regulations. We have litigated cases in state as well as federal courts and have a track record of success that few other lawyers can match. We recognize that each employment dispute is unique and our team excels at tailoring legal strategies to address the specific needs and concerns of our clients.
What sets us apart is our proactive and comprehensive approach to protecting employee rights. From meticulous policy reviews and strategic counsel to fierce advocacy in negotiations, mediation, and courtrooms, we are committed to getting justice for our clients.
How Our New York City Employment Lawyers Will Help You with Minimum Wage and Overtime Pay Disputes
Assessment of the Situation
We will listen to you and gather information about your employment situation and the specifics of the minimum wage and overtime pay dispute. We will evaluate the merits of the case and determine the appropriate course of action.
Documentation and Evidence Gathering
We will guide you in collecting and preserving critical evidence to support your case. This may involve gathering pay stubs, time records, employment contracts, and other relevant documentation that can substantiate your claims against your employer.
Negotiation
We will negotiate with your employer, present the evidence we have, and seek an amicable solution to make sure you receive the compensation you deserve.
Administrative Filings and Legal Action
If negotiations are ineffective, we will guide you through filing administrative complaints with relevant agencies like the New York State Department of Labor. We will prepare comprehensive submissions and take steps to initiate official investigations into the violations by your employer. If we believe that legal action is necessary, we will assist you in filing a lawsuit, present a strong legal case, and advocate for your rights during litigation.
How Our NYC Employment Lawyers Will Help You with Wrongful Termination
Assessment of the Situation
We will listen to you, understand the specifics of the termination, gather information about your employment history, and assess the merits of your case.
Analysis of Employment Contract and Company Policy
We will meticulously analyze your employment contract, handbooks, and company policies to ascertain whether the termination violates any contractual agreements or legal standards. Based on the analysis, we will identify potential breaches and build a comprehensive understanding of your legal standing.
Investigation and Evidence Gathering
We will guide you in collecting pertinent documents like termination letter, performance evaluations, and any correspondence that might shed light on the circumstances leading to your termination. Based on the evidence, we will build a compelling case against your employer.
Negotiation
We will engage in negotiations with your employer and look for an amicable resolution that addresses your concerns. This might involve seeking reinstatement, negotiating severance packages, or pursuing financial compensation.
Administrative Filings and Legal Action
If an amicable resolution is not reached through negotiations, we will help you file a complaint with the New York State Division of Human Rights (NYSDHR) or the Equal Employment Opportunity Commission (EEOC). If necessary, we will initiate legal action against your employer and fight aggressively to achieve an outcome that reflects your best interests.
How Our NYC Employment Law Attorneys Will Help You with Workplace Sexual Harassment Complaints
Consultation
We will begin with a compassionate and empathetic consultation, during which we will offer you a safe space to tell us what you went through. We will listen attentively, and gather details about the harassment you were subjected to, the individuals involved, and the impact on your professional and personal life.
Legal Analysis
We will interpret and apply the relevant federal and state anti-harassment laws – including Title VII of the Civil Rights Act of 1964, the New York State Human Rights Law, and the New York City Human Rights Law – to your specific circumstances. Based on our analysis, we will determine whether you have a valid sexual harassment claim and decide the next course of action.
Documentation and Evidence Gathering
We will tell you how to collect and preserve crucial evidence related to your claim. This may include emails, text messages, voice messages, memos, witness statements, and other documentation that supports your claim.
Negotiation
We will negotiate with your employer and seek an appropriate resolution. This may involve pursuing monetary compensation, changes in workplace policies, changes in job responsibilities, and other remedies aimed at addressing the effects of harassment.
Filing Administrative Complaints
We will assist you in filing a complaint with the New York State Division of Human Rights or the Equal Employment Opportunity Commission. Once an official investigation is started, we will guide you through every step of the process.
Litigation
If the results of the negotiations or administrative processes are not satisfactory, we will file a lawsuit against your employer, build a strong case, present evidence, and fight for accountability and justice.
How Our New York Employment Law Attorneys Can Negotiate Severance Agreements
Initial Consultation
The process usually starts with a thorough consultation, during which we will ask you about your employment history, the circumstances surrounding your separation, and your goals and concerns.
Review of Employment Agreement and Company Policies
We will conduct a comprehensive review of your employment contract, company policies, and the circumstances leading to your separation. Understanding the contractual and policy framework is essential for identifying potential negotiation points.
Assessment of Legal Claims
We will assess whether you have any potential legal claims against your employer like discrimination, harassment, retaliation, or wrongful termination. This analysis forms the basis for negotiating favorable terms in the severance agreement.
Identifying Negotiable Terms
Not all severance terms are fixed. We will identify negotiable provisions – which might include the amount of severance pay, continuation of benefits, non-disparagement clauses, confidentiality provisions, and the terms of a non-compete agreement.
Developing a Negotiation Strategy
Based on your goals and our legal analysis, we will develop a strategic negotiation plan. This includes determining the initial proposal, and potential concessions, and clearly understanding the desired outcomes.
Negotiations with the Employer
We will engage in negotiations with your employer or with their legal representatives. We will present your case, emphasize the strengths of potential legal claims, and strategically articulate your needs and expectations regarding the severance package and other benefits.
Counteroffers and Amendments
Depending on your employer’s response, we might draft counteroffers or propose amendments to the severance agreement. We will negotiate strategically to achieve terms that align with your goals and address your employer’s concerns at the same time.
Legal Compliance
We will review and make sure that the negotiated agreement complies with all relevant state and federal employment laws and regulations.
Final Review and Execution
Once you and your employer reach an agreement, we will conduct a final review of the severance agreement to make sure it accurately reflects the negotiated terms. We will guide you through the execution process and make sure that the agreement is legally binding.
On the whole, we will act as your dedicated advocates during the negotiations, leverage our legal knowledge and litigation experience, and try to negotiate the most favorable terms for you.
👉Also Read: 5 Signs That Your Colleagues Are on a Higher Salary Than You
Get Strong Legal Representation from Experienced New York Employment Law Attorneys
At Levine & Blit, we believe that all employees – regardless of their occupation – deserve a safe work environment and deserve to be treated fairly. Over the years, we have represented hundreds of employees in cases involving workplace discrimination, sexual harassment, wage and hour violations, wrongful termination, and retaliation and have helped them get justice.
Our legal team consists of expert negotiators, attorneys well versed with alternate dispute resolution methods, and trial lawyers with extensive experience in litigating employment law-related cases in state and federal courts.
Your workplace rights are our priority. We are dedicated to safeguarding your interests and making sure you receive fair treatment and compensation. Call us today at 646-461-6838 or contact us online to schedule a free, no-obligation consultation with a seasoned New York employment law attorney from our firm.