Wrongful Termination In New York City’s Financial Services Sector On Wall Street, Nyc 10005

When an employer fires an employee in violation of federal, New York State, or New York City law or in breach of an employment agreement, the employee’s termination is considered wrongful.

In New York, unless you have a contract of employment that states otherwise or unless you are a member of a labor union, you can be fired for any reason or no reason, good reason or bad reason, as long as it’s not a reason that’s prohibited by statute or public policy.

Most reasons for termination that are prohibited by statute or public policy fall within the categories of discrimination or retaliation. In other words, either the termination is discrimination against you based on your membership in a protected category, or the firing is retaliation against you for engaging in legally protected conduct.

For example, in New York State, employers are prohibited from firing, or taking other adverse actions against, an executive or a professional because the executive or professional discloses or threatens to disclose to a supervisor or to a public body, provides information to or testifies before a public body about, objects to, or refuses to take part in, an activity, policy or practice of the employer that the executive or professional reasonably believes violates a federal, state, or local law, rule, or regulation.
Employees who are fired for taking part in protected conduct are often called "whistleblowers."

The New York City Human Rights Law

Professionals employed in New York City are protected by one of the strongest and wide-ranging anti-discrimination laws in the U.S.- the New York City Human Rights Law (the "City Human Rights Law or the "NYCHRL"). The City Human Rights Law protects employees from discrimination not only based on the categories addressed by federal law and New York State law, but based on additional criteria that neither federal nor State law covers, such as domestic partnership status, caregiver status, sexual and reproductive health decisions, domestic violence victim status, sex offenses victim status, stalking victim status, unemployment status, or consumer credit history.

Further, the NYCHRL also protects employees from employers retaliating against them for reporting or opposing their employers’ discriminatory practices.

In addition, the NYCHRL requires employers to provide reasonable accommodations to enable individuals with disabilities to satisfy the essential requisites of a job, provided that the disability is known or should have been known by the employer.

If you have a dispute with your employer in New York City, it’s essential that you consult with a New York City Employment Attorney who is well-versed in the City Human Rights Law and who is knowledgeable about other City laws and regulations protecting employees’ rights.

At the Law Offices of David S. Rich, we have expertise in lawsuits and disputes arising under the New York City Human Rights Law. We zealously represent professionals and executives whose employers have violated this statute.

Employment Contracts And Implied Agreements

Terminated executives and professionals who have an employment contract or an implied agreement with their employers may have additional legal claims for breach of that contract or implied agreement.

Typically, in an executive employment agreement, there is a provision that states that the executive or professional can only be filed for cause, good cause, reason, or the like. The employment agreement contains a specific description of what constitutes cause.

In ascertaining whether an executive or a professional with an executive employment agreement has a claim for wrongful termination when they are fired, one must review the categories of conduct that the employment agreement classifies as cause. One must then determine whether the employee’s conduct that the company asserts is cause falls within any of these categories. If not, then the executive or professional possesses a claim, against the company, for breach of the employment agreement.

A New York City Employment Lawyer who is experienced in representing financial services professionals is best equipped to optimize the legal outcomes for this unique group of employees. At the Law Offices of David S. Rich, we have represented investment bankers, fund managers, financial advisors, and other financial services professionals for more than 25 years. We have deep expertise in the unique compensation structure of financial services professionals, including salary, bonuses, commissions, fees, and deferred stock options. We are expert in gathering evidence showing that employers have violated employment agreements or laws, in safeguarding employees’ rights, in maximizing executives’ and professionals’ leverage in settlement negotiations with their former employers, and in prosecuting employees’ lawsuits or claims in court or in arbitration.

Prosecuting Wrongful Termination Claims In New York

If you believe you’ve been wrongfully discharged in New York City zip code 10005 or elsewhere, an adept New York City Employment Lawyer is best suited to evaluate your case and to formulate the strategy that is most likely to succeed.

A knowledgeable New York City Employment Attorney in zip code 10005 will take several steps in pursuing your wrongful termination claim. First, the attorney must determine whether your employer’s firing of you, or your employer’s working relationship with you, your employment contract, if any, or any employment statutes or regulations (and, if so, which ones). These statutes and regulations may include laws and rules governing unpaid bonuses, unpaid commissions, and unpaid salary, and laws and rules prohibiting discrimination or retaliation in employment.

A skilled New York City Employment Lawyer will vigorously negotiate on behalf of you, the employee, to maximize a monetary settlement. If a settlement with your former employer cannot be reached, the New York City Employment Attorney may bring and prosecute, in court or before an arbitral body, a lawsuit or claim by you, the employee. Prosecution of your lawsuit may include written discovery, depositions, dispositive or non-dispositive motions, settlement negotiations, and/or a jury trial or a bench trial. A successful lawsuit or claim may result in you, the employee, being awarded various remedies, including compensatory damages, punitive damages, damages for emotional distress, and/or reinstatement.

Retain A New York City Employment Law Firm That You Can Trust

The Law Offices of David S Rich is pleased to leverage its many years of experience on behalf of those wrongfully terminated in the 10005 zip code.

No one should manage their legal affairs alone. If you believe you’ve been wrongfully terminated or that you are at risk of wrongful firing, make sure you optimize your chance of success and maximize your monetary settlement or award by retaining an experienced New York City Employment Law Firm.

Our law firm stands with our clients every step of the way as we work as a team to achieve legal success.

To start a plan of action, your next step is to request an initial consultation. If you live or work in the 10005 zip code or you are or were employed in New York City’s financial services industry, Law Offices of David S. Rich is here to assist you. Call us at New York (347) 418-0672 | New Jersey (201) 884-2114 to speak with a member of our team today or reach us online.