Representing NYC Employees Who Suffered Unlawful Retaliation at Work
Federal and state laws give employees in New York City many employment rights. You have the right to proper compensation for your work, the freedom from discrimination and harassment, and much more. In some situations, however, an employer may punish an employee for simply exercising a lawful right. Such punishment can take many forms and is known under employment law as unlawful employment retaliation.
The law office of Braverman Law PC has seen firsthand the many ways that companies can wrongfully retaliate against employees for a variety of reasons. We know that retaliation can result in financial losses as well as emotional distress, and we stand up for employees who suffered such losses at the hands of their employers.
If you believe your employer took wrongful actions against you because you exercised a legal right, do not wait to call to discuss your rights and options. Contact Braverman Law PC for help today.
Common Reasons for Employment Retaliation
An employer may want to retaliate against an employee for many unlawful reasons, including when employees:
- Complain about unlawful discrimination or harassment
- Report wage, overtime, or other labor law violations
- Complain about unequal pay based on sex discrimination
- Report health or safety violations
- Request valid family or medical leave
- Make a workers’ compensation claim for workplace injuries
- Complain about unfair treatment regarding benefits
- Report unlawful actions on the part of an employer to authorities (that is, whistleblowing)
- Cooperate with an investigation into an employer’s wrongful acts
Even though an employer may not appreciate that an employee reported wrongful behavior to authorities or complained about unlawful acts in the workplace, a company does not have the right to retaliate against employees whose actions the law protects.
At Braverman Law, P.C., we know it can take a lot of courage to stand up for your rights in the workplace, and you do not deserve to suffer adverse actions as a result. We are here to protect your right to the compensation you deserve for unlawful retaliation.
Workplace Retaliation Can Take Many Forms
When you imagine employment retaliation, you may first think about wrongful termination after exercising your rights or complaining about unlawful activities. Termination certainly is an egregious form of employment retaliation, but employers retaliate against employees and violate their rights in many less obvious ways.
Any adverse employment action can constitute retaliation if an employer took the action for unlawful reasons. Examples of retaliation at work include:
- Denial of promotion
- Denial of a pay increase
- Transfer to a less desirable job assignment
- Decrease in hours or shifts
- Harassment or mistreatment by supervisors
Some retaliation is harder to identify than others. For example, if your employer fires you when you take medical leave, this is a fairly direct form of wrongful retaliation. On the other hand, if you take medical leave, your manager may give you undesirable tasks when you return or may subject you to comments about your health or the time you took from work. While less obvious than termination from your job, these punitive actions still constitute retaliation—and you should not have to suffer such consequences for exercising your right to medical leave under the law.
An experienced employment attorney at Braverman Law PC will listen to what happened in your situation and can identify whether your employer unlawfully retaliated against you. Please call today to discuss your employer’s actions and your legal rights.
Your Rights Against Employment Retaliation
Have you taken any of the above lawful actions and suffered any type of adverse employment actions as a result? If the answer is yes, you have important rights under the law, and you should consult with a New York City employment law attorney as soon as possible. Many different laws make retaliation unlawful:
- The New York State Wage and Hour Law and Fair Labor Standards Act (FLSA) protect against retaliation for complaining about minimum wage, overtime, or other labor law violations.
- New York City Human Rights Law, New York State Human Rights Law, and Title VII of the Civil Rights Act of 1967 protect against retaliation for complaining about or reporting discrimination or harassment based on sex, race, religion, national origin, sexual orientation, gender identity, and immigration status, among other factors.
- The Age Discrimination in Employment Act provides protections against retaliation for those who complain about age discrimination or harassment.
- The Americans with Disabilities Act provides protections from retaliation for employees who complain about discrimination based on a real or perceived disability or an employer’s refusal to make reasonable accommodations for employees with disabilities.
- The federal Whistleblower Protection Act and New York state’s whistleblower statute protects people who report their employers’ illegal acts.
- The Occupational Safety and Health Act prohibits retaliation if an employee reports workplace health or safety violations.
- The Sarbanes-Oxley Act of 2002 protects employees who work for publicly traded companies and report disclosure or ethics violations.
Numerous other laws provide employees with certain rights and protect against retaliation for exercising those rights. If a company retaliates against an employee, the employee then has the right to take legal action against the company. Depending on the situation, an employee may have the right to seek back pay, reinstatement to a position, or even recover damages for emotional distress.
Consult a New York City Employment Retaliation Lawyer Today
Braverman Law PC knows how to handle retaliation cases to protect the rights of our clients from their employers’ wrongful acts. Those who think their employers have violated their rights should consult with a New York City retaliation attorney as soon as possible. Please call (212) 206-8166 or contact us online to discuss your situation today.