|Ottinger Employment Lawyers|
79 Madison Ave.,
New York, NY 10016
Additional hours by request.
Wrongful termination occurs whenever an employee is fired illegally.
Contact our New York office to speak to our wrongful termination lawyers for a consultation to determine if your rights have been violated.
Why Bring a Wrongful Termination Case?
Damages for wrongful termination vary and depend on the precise claim asserted. However, many wrongfully terminated employees are entitled to substantial damages, such as:
- All lost earnings and benefits
- Compensatory damages for emotional distress
- Punitive damages, which are designed to punish the company for unlawful conduct
- All costs and legal fees incurred
- Interest on the unpaid earnings and benefits
Certain statutes provide other benefits, including liquidated damages, or other specific amounts intended to compensate the employee.
In some cases, a terminated employee can even demand that they be reinstated to their position.
Our New York wrongful termination lawyers have recovered sizable payments for clients.
Examples of Wrongful Termination
One of the most common wrongful termination claims is for employment discrimination.
There are a number of laws protecting workers from discriminatory treatment in their employment.
Our New York wrongful termination lawyers use these laws to protect our clients.
Discrimination cases are typically based on race, color, religion, national origin, age (40 and over), sex, pregnancy, citizenship, disability, veteran status, or any genetic information that might suggest you are more prone to certain disabilities or diseases.
New York State and city laws also cover sexual orientation, status as a victim of domestic violence, or marital status, gender identity, arrest or conviction record, status as a victim of domestic violence, (including stalking and sex offenses), and unemployment status.
In addition to protecting against discriminatory acts, federal, state, and local laws also prohibit an employer from retaliating against employees who complain of acts of discrimination, harassment, overtime pay violations, or other workplace laws.
Protection against retaliation extends further than many realize. It may seem common sense that an employer cannot fire an employee for filing a lawsuit.
But many are not aware that the legal protection of employees extends much further.
In fact, any good faith complaint of unlawful employment practices, such as harassment, discrimination, failure to provide accommodations for a disability, or failure to provide overtime, is considered protected.
This includes internal complaints made directly to an employer or the company’s HR department.
Please call our New York wrongful termination lawyers to discuss your potential retaliation claim.
The other category of retaliation claims involves medical leave. Under the federal Family and Medical Leave Act, employees are entitled to up to twelve weeks of unpaid leave per year for illness, the birth of a child, or to care for an immediate family member.
Following a qualified FMLA leave, employers are required to return employees to the same or a substantially similar position.
Employees who are terminated in connection with FMLA leave may therefore have a cause of action.
If you lost your job after requesting FMLA leave, please contact our wrongful termination lawyers for a consultation.
When Should You Contact Our New York Wrongful Termination Lawyers?
A terminated employee can bring a case as soon as the termination occurs.
It is good to bring the case as soon as possible to prevent the loss of key evidence.
In some cases, an employee must first file a “charge” with the Equal Employment Opportunity Commission (EEOC).
However, it is best to contact our wrongful termination lawyers before filing with the EEOC.
How Can You Bring a Wrongful Termination Case?
To bring a case, you should contact the New York wrongful termination lawyers at Ottinger Employment Lawyers.
Many employees who have been terminated do not have the financial resources to hire a good law firm. But this should not be a problem.
We take most of these cases on a contingent fee basis.
This means that you don’t pay any legal fees until we win the case.
At that point, the fee is paid out of the recovery.
We have been handling these cases since 1999. We offer a consultation and handle most of these cases on a contingent fee basis.
Useful New York Employment Law Articles and Resources
- NY Hostile Work Environment: A Guide for Employees
- New York Wrongful Termination Lawyers
- New York Severance Lawyers
- Bonus Disputes: A Guide for New York Financial Executives
- New York Commission Disputes
- New York Disability Discrimination Attorneys
- New York FMLA Lawyers
- Non-Compete Attorneys in New York
- New York Overtime Lawyers
- New York Pregnancy Discrimination Guide
- New York Separation Agreements
- New York Sexual Harassment Law