In New York, employers and employees are regulated by both federal and state laws. Some of the state employment laws in New York regulate things like minimum wage, overtime pay, workers compensation, paid leave, and so on. These labor laws cover a lot of the specifics of what is required from an employer and the standards by which they must treat their employees.
There are, however, certain key federal laws that employees must be aware of because they provide further employee protections that may not be covered under state employment law. The following are examples of fe
The FLSA is federal legislation that establishes the minimum wage, workers compensation, overtime pay, and wage and hour laws for all states in the United States. The FLSA was enacted in 1938, and it is currently enforced by the Wage and Hour Division of the U.S. Department of Labor. In addition to the FLSA’s provisions, individual states can enact legislation that goes beyond federal law and provides employees with greater benefits. For example, New York is one of the states that a higher minimum wage than the federal minimum wage.
Under the Age Discrimination in Employment Act (ADEA), employers are not permitted to discriminate against workers who are 40 years of age or older when hiring, employing, firing, and all other terms and conditions of employment.
This civil rights act restricts most employees’ mandatory retirement. However, it applies only to organizations with 20 or more workers on staff in the current or previous year. The Equal Employment Opportunity Commission (EEOC) is the federal agency that enforces the ADEA. An employee with a discrimination claim should report it to the company’s human resources department and the EEOC.
The Americans with Disabilities Act (ADA) was enacted in 1990 and prohibits employers with 15 or more employees from discriminating against disabled individuals when it comes to hiring, employing, firing, and all other aspects of employment. This act is enforced by the EEOC.
Under this act, an employer is required to provide accessible alternatives for employees who have special needs. This includes providing responsible accommodations to enable an employee with a disability to fulfill the fundamental functions of their job is critical.
However, ADA does not require an employer to keep or hire a worker who is unable to do the essential functions of the job after taking into account all reasonable possible accommodations.
The OSHA is a federal law that establishes workplace safety and health standards. Under this Act, employers are required to take reasonable measures to prevent workplace injuries and illnesses. Keep in mind that employees have a responsibility to follow the safety and health rules set by their employer.
The OSHA also establishes rules and regulations for a variety of industries and occupations, in addition to the general responsibility.
In particular, the OSHA covers most private sector employers and their eligible employees, as well as some public sector employers and workers in the United States. The Occupational Safety and Health Administration is the government agency in charge of ensuring that employers comply with the OSHA.
Are you facing a dispute, discrimination, or harassment in the federal workplace? The federal workplace has distinct labor laws and legal considerations compared to the private sector. If you are facing legal issues as a federal employee, you need to retain an attorney with experience in this field.
Levine & Blit is a nationwide law firm, headquartered in New York City. We also have office locations in Syracuse, Miami, and Beverly Hills. Our federal employment law attorneys use a team approach to provide the highest quality representation to workers in the Federal government.
Contact Levine & Blit at (212) 967-3000 for a free phone evaluation with our experienced employment lawyers. Learn how we can help you with your federal employment law case.
Federal employment matters in the United States can be complex, no matter what federal agency is involved. Disputes with an employer may be stressful, and adverse employment actions can drastically affect your career and life. You need an attorney with specific experience in this area of the law.
Our attorneys have decades of experience representing clients facing:
The first step to protecting yourself is to know your rights and the law. Without the right information, it is easy to become intimidated and accept a lower settlement or drop the case altogether. Our attorneys will explain your rights under federal law, fight for you, and keep you informed
Businesses and corporations hire legal representation to defend them in disputes with federal workers. You deserve the same level of high-powered representation on your side.
Our New York City federal employment lawyers have more than 100 years of experience and are ready to help you. Your case will be treated with the attention that it deserves. You will have constant communication with your attorney until your case is resolved.
Get started with a phone evaluation. Call our law office at (212) 967-3000 today.
Have you had experience with workplace harassment or discrimination in violation of federal employment law? If yes, you must report it to the EEOC within 45 days of the incident or your right to seek remedy against the involved person or agency may be lost.
Contacting an attorney can help you understand your rights and how to protect those rights. If you require legal help pursuing any federal employment discrimination or sexual harassment case, contact Levine & Blit, LLC’s employment discrimination attorneys. We have the experience and dedication to assist you in getting the justice you deserve for being treated unfairly. Call 212-967-3000 or fill out our contact form to request an appointment today!
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