Have you recently lost your job? If so, you might be wondering whether you have grounds for a wrongful termination lawsuit. In New York, as in other states, employees work at will. This means an employee can generally be fired at any time and for any reason, or for no reason at all.
But there are some exceptions to the at-will rule. For example, if your New York employer fires you for discriminatory reasons, in violation of an employment contract, or in retaliation for exercising your rights, you may have a legal claim against your employer for wrongful termination.
Every state’s laws on wrongful termination are different. This article covers some of the common legal grounds you might have for suing your New York employer for wrongful termination. But it’s not a comprehensive list of New York employment rights, which can change as courts issue new rulings and legislators pass or modify laws. To find out the full extent of your claims, speak to an experienced New York employment lawyer. To learn more about New York employment law, contact the office of the New York Department of Labor.
Under federal law, it is illegal for an employer to fire an employee based on a protected characteristic. Federal law prohibits employers from firing employees based on race, color, national origin, sex, pregnancy, religion, age (if the employee is at least 40), disability, citizenship status, or genetic information. However, only employers with a minimum number of employees must comply with these laws. Most types of discrimination are prohibited once an employer has at least 15 employees. However, for age discrimination the minimum is 20 employees, and for citizenship status discrimination the minmum is four employees.
New York law prohibits employment discrimination based on race, color, national origin, sex, pregnancy, religion, age (18 and older), disability, genetic information, sexual orientation, marital status, gender identity, arrest and conviction record, military status or service, observance of Sabbath, political activities, unemployment status, or status as a victim of domestic violence. New York employers must comply with these laws if they have at least four employees.
These laws also make it illegal for an employer to retaliate against you for asserting your rights. For example, if you complain to your company’s HR department that you believe you were passed over for promotion because of your age, your employer may not discipline or fire you for your complaint. Likewise, your employer cannot fire you for participating in an investigation of a discrimination complaint (no matter who made the complaint), testifying in court, or making other efforts to stop discriminatory practices.
Before filing a discrimination or retaliation lawsuit, you must file a complaint with the appropriate government agency. The New York Division of Human Rights enforces the state’s laws prohibiting discrimination. In many cases, state fair employment practices agencies will record your complaint with the Equal Employment Opportunity Commission (EEOC), the agency that enforces federal antidiscrimination laws. However, you should check to make sure. If not, you may also have to file a complaint with the EEOC; you can find contact information for the nearest office at the EEOC’s Field Offices page.
If you have a written employment contract promising you job security, you are not an at-will employee. New York also recognizes employment contracts based on oral promises supported by documentation or statements in an employee handbook, which an employee reasonably relied upon. For example, if your employee handbook says that you won't be fired unless certain disciplinary steps are taken, your employer may have to follow the promised steps before firing you. If you have an employment contract, and your employer fires you without good cause, you have a legal claim for breach of contract.
New York Employees are entitled to a minimum wage of $8.75 per hour in 2015 and $9 per hour in 2016. Under federal and New York law, employees who work more than 40 hours a week are eligible for overtime. New York also gives employees the right to an unpaid meal break. The time and length of the break depends on the type of work. Employees who work in retail or for a commercial business are entitled to a 30-minute meal break, while factory employees are entitled to a 60-minute meal break. Under federal law, employers who choose to offer breaks of 20 minutes or less must pay employees for that time. Employers also must pay their employees for any time during which they must work, even if the employer characterizes that time as a “break.” It is illegal for employers to discriminate against employees who assert their rights under wage and hour laws. For more information, see New York Wage and Hour Laws.
State and federal laws give employees the right to take time off work for certain civic obligations and personal responsibilities. Employers may not discipline or fire workers for exercising these rights. In New York, these rights include:
If you think you were fired illegally, talk to a New York employment lawyer. A lawyer can help you sort through the facts and assess the strength of your claims. A lawyer can also inform you of other state or local claims that you may have in addition to those listed above. Whether you want to try to get your job back, negotiate a severance package, or sue your employer in court, a lawyer can walk you through your options and help you decide on how best to proceed.