Find The Manhattan Employment Lawyer Right For YOU!

It is common for executives in Manhattan to have employment agreements in writing that state that the executive can only be fired for cause, good cause, good reason, or the like.

Similarly, certain groups of professional employees, such as medical doctors and dentists, often have written employment contracts that protect them from arbitrary discharge from employment.

An executive or a professional’s employment agreement may also contain a notice and opportunity to cure clause. Such a clause provides that before the business can discharge the executive or professional for materially breaching those provisions of the executive employment agreement whose breach the contract states may bring about termination, the business must give, to the employee, a specified period of written notice and an opportunity, during that period, to cure the breach.

Even without an employment agreement, your termination is unlawful if it violates a statute or public policy, such as by discriminating against you because of a protected characteristic, or by retaliating against you because you took part in protected activity.

Examples of protected characteristics are your race, color, religion, gender, or national origin.  An example of protected activity is complaining about discrimination or harassment in the workplace. Employees who are fired for engaging in protected activity are often called "whistleblowers."

If you are an executive or a professional in the borough Of Manhattan metropolitan area and you believe you have been wrongfully fired, call the borough Of Manhattan Wrongful Termination Attorney David S. Rich at (212) 209-3972 today.

Recovering Unpaid Compensation In Manhattan

As an executive or a professional in 10280, your services are valuable. You are entitled to be compensated for your work according to the terms of your employer’s and your written or oral agreement.

If you’ve been denied salary, bonuses, commissions, or other wages that are owed to you, the financial impact upon you and your family may be grave. Recovering your unpaid compensation should be your paramount concern.

If you’ve earned compensation that your employer has not paid to you, contact an employment law attorney in Manhattan as soon as possible to fight your employer for the monies you are owed.

Manhattan employment lawyer David S. Rich zealously advocates for executives and professionals who have been denied their earned wages. To maximize your chances of success in suing your employer in Manhattan for unpaid compensation, it’s essential that you identify and hire a capable employment attorney.

At the Law Offices of David S. Rich – Employment Lawyer, we have the know-how, the integrity, and the excellence to give you the greatest likelihood of recovering the earned salary or other compensation that is due and owing to you.  Call Attorney David S. Rich at (212) 209-3972 right away to schedule an initial consultation!

If you are an executive or a professional in Manhattan and your employer is investigating you for harassment in 10170, you are entitled to hire a lawyer to defend you in that inquiry.

Employers in Manhattan must either accept the model sexual harassment policy issued by the New York State Department of Labor (the "NYS DOL") or create a sexual harassment prevention policy "that equals or exceeds the minimum standards provided by" the NYS DOL’s model sexual harassment prevention policy. These required minimum standards "include a procedure for the . . . investigation of complaints . . . [that] ensure[s] due process for all parties."

Although New York courts haven’t ruled on the issue, persuasive authority indicates that due process mandates that the employee be accorded certain procedural rights before discipline of the employee becomes effective.  At a minimum, these pre-removal safeguards must include notice of the proposed action, the reasons therefor, a copy of the charges and materials upon which the action is based, and the right to respond, either orally or in writing, to the employer imposing the discipline.

Similarly, while New York courts haven’t decided the issue, convincing authority provides that due process requires that an employer’s process for handling a complaint of sexual harassment against an employee give, to the employee, written notice of the allegations of sexual harassment potentially constituting sexual harassment, including sufficient details known at the time and with sufficient time to prepare a response before any initial interview. Sufficient details include the identities of the parties involved in the incident, if known, the conduct allegedly constituting sexual harassment, and the date and location of the alleged incident, if known.

The Law Offices of David S. Rich represents executives, professionals, supervisors, and managers in 10278 in all stages of internal investigations against them for supposed sexual harassment or other unlawful workplace harassment. We confer with the accused executive or professional about the circumstances and we examine the pertinent documents. We coach the inculpated executive or professional for interviews with investigators and take part in those interviews, as the inculpated’s counsel. We undertake to rebut the complainant’s charges against the executive or professional by showing that the complainant is not believable and/or that vengeful motives for his or her charges exist. Or, we make the case that even if the accusations were true, those accusations would be neither unlawful harassment nor violations of the employer’s codes of behavior.

If you are an executive or a professional in the borough Of Manhattan metro area and your employer is internally investigating you for sexual harassment, other unlawful harassment at work, or other misconduct, call the borough Of Manhattan Workplace Harassment Lawyer David S. Rich at (212) 209-3972 today.