Employment Law In Manhattan, NY

In Manhattan or 10006 your employer or prospective employer is required to provide reasonable accommodations to your known disabilities or pregnancy-related conditions.  Under the New York City Human Rights Law (the “City Human Rights Law” or “the NYCHRL”) a “reasonable accommodation” means an accommodation that can be made that does not cause undue hardship in the conduct of the employer’s business. The employer has the burden of proving undue hardship.

In Manhattan or 10005, a business which employs four or more employees must take part in a “cooperative dialogue” within a reasonable period of time with a person who has asked for an accommodation (whether related to a disability, religious practices, pregnancy or childbirth, or needs as a victim of domestic violence) or whom the business knows may need such an accommodation.

This “cooperative dialogue” is the means by which an employer and an individual who is or might be entitled to an accommodation take part in good faith in a written or verbal exchange of views about the individual’s accommodation needs; possible accommodations that might resolve the person’s needs, including alternatives to a requested accommodation; and the challenges that such possible accommodations may present for the employer.

f you are an executive or a professional in the Manhattan metropolitan area and you believe that you have been wrongfully fired or that your employer has failed or refused to reasonably accommodate your disability, contact Manhattan Wrongful Termination Attorney David S. Rich today.

One of the most important considerations when taking into account the possibility of a wrongful termination claim in Manhattan, NY, is that employment in Manhattan is at will. This means that, in Manhattan, unless, among other exceptions, the executive or professional has a contract of employment that states otherwise, employers can discharge executives or professionals for any reason or no reason, good reason or bad reason, unless it is a reason that is barred by statute or public policy.

Conversely, when an employer fires an executive or a professional because of his or her membership in a protected class or because the executive took part in protect conduct, the executive has a cause of action against the employer for discriminatory discharge or retaliatory discharge, as the case may be.

To put it another way, two of the most significant protections for employees in 10014 and the rest of Manhattan are the laws against discriminatory discharge and retaliatory firing.

For example, suppose an employee is a member of a protected group because of their race, religion, age, gender, or various other protected characteristics. In that case, you may have a viable wrongful termination case if it can be proven the firing was discrimination-based. Additionally, if an employee blows the whistle on, protests, or opposes unlawful acts of the employer, and the employer fires or otherwise punishes that courageous employee, that firing or punishment may constitute unlawful retaliation. Since these situations are often so complex, it is crucial to have a Manhattan Wrongful Termination Attorney by your side to examine the unique situation and stand up for your rights as an employee in Manhattan.

What To Do Next

For any employment law dispute or concern, contact the Law Offices Of David S. Rich - Employment Lawyer to discuss your circumstances and the possible solutions to get you on your way to a favorable outcome. However, the first step in any situation is calling our office and scheduling an initial consultation. Then, we will discuss your unique set of circumstances, possible options to resolve them, and the most beneficial next steps to take. Time is of the essence in many employment law situations, so don't hesitate and call today!