Monday, October 29, 2018
Sunday, July 8, 2018
Fired in New York?
Most employees or former employees are good at what they do. Some have multiple degrees and certifications. Others invested decades into perfecting their trade. It is not unusual for an employee working in New York City to be with a single employer for more than a decade.
Then one day, the world comes crashing down. The cause is often a:
Corporate merger.
Management shuffle. New sheriff in town.
Reduction in Force / budget cuts.
An employee may discover they are no longer a "good fit."
We want to know:
1) Did the employee have a written employment contract?
2) Was the employee covered by a collective bargaining agreement?
3) Did the employee work a civil service job?
Employees who answer "no" to each of the above are usually "at will." Such employees need no reason to quit and their employers need no reason to fire them, unless an unlawful reason, supported by facts we can prove, was used? "Were you or others subject to discrimination?" If yes, what protected classes did you or others belong to? How will we prove those facts?
Was the employee offered a severance package? What was its value? Why was the offer made? Only an employee can provide such information. We screen hundreds of potential clients, who become our source for critical fact gathering.
We don't handle personal injury claims. They often depend on expert testimony. An employee's wrongful termination claim often puts much emphasis on facts established by the employee and other lay fact witnesses.
We welcome long distance clients with New York employment law issues. Each year we represent more clients who we never personally met.
Then one day, the world comes crashing down. The cause is often a:
Corporate merger.
Management shuffle. New sheriff in town.
Reduction in Force / budget cuts.
An employee may discover they are no longer a "good fit."
We want to know:
1) Did the employee have a written employment contract?
2) Was the employee covered by a collective bargaining agreement?
3) Did the employee work a civil service job?
Employees who answer "no" to each of the above are usually "at will." Such employees need no reason to quit and their employers need no reason to fire them, unless an unlawful reason, supported by facts we can prove, was used? "Were you or others subject to discrimination?" If yes, what protected classes did you or others belong to? How will we prove those facts?
Was the employee offered a severance package? What was its value? Why was the offer made? Only an employee can provide such information. We screen hundreds of potential clients, who become our source for critical fact gathering.
We don't handle personal injury claims. They often depend on expert testimony. An employee's wrongful termination claim often puts much emphasis on facts established by the employee and other lay fact witnesses.
We welcome long distance clients with New York employment law issues. Each year we represent more clients who we never personally met.
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