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Law Office of Cohen & Jaffe, LLP

Long Island Employment Lawyer

Do you believe that you have received unfair or unequal treatment at work? Let us help you put your life back together.

Because you need a job, some employers think they hold all the cards and can treat workers or job applicants any way they want. They may appear to have an advantage in the short term, but in may ways employment law is meant to make working for a living a fair undertaking.

At the Law Office of Cohen & Jaffe, LLP, we will take your side in an employment dispute, and we will stand up to your employer or others who have violated your rights. Our attorneys aggressively pursue every course of action available to obtain the best available outcomes for our clients.

To discuss your termination of employment matter with an experienced Long Island employment lawyer, call us now or fill out our online contact form.

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Long Island Employment Lawyer who will Level the Playing Field for you

The employee-employer relationship in the New York is governed by hard-fought rules and regulations put in place at the federal and state levels. Despite laws such as the New York State Human Rights Law, and federal laws such as Title VII of the Civil Rights Act, the Fair Labor Standard Act, Occupational Safety and Health Act, the False Claims Act and others, many workers remain at a disadvantage when disputes arise at work.

Employees who have been treated improperly by an employer may have the law on their side, but it is not likely – nor should it be expected – that they have enough knowledge of employment law to properly defend themselves. That’s why Long Island employment lawyers at Cohen & Jaffe pursue employment claims for workers who have been wronged. We protect those who seek to provide their work and services for a fair wage and proper treatment.

If you believe you have been treated unjustly in the workplace or while applying for a job, find out if our employment discrimination attorneys can help you. We assist clients from Long Island and nearby areas in blue collar, white collar, labor, management and executive level positions in cases related to:

Get Answers to your Legal Questions about your Treatment at Work

Contact us now for specific answers to your questions about your unique situation. Below are general answers to some common questions about employment law claims.

The right attorney can make the difference between the success and failure of your claim. Every case is unique, and there are a number of laws and agencies that may be involved in sorting out your situation and getting justice. Some employment law matters will be resolved in civil court, specifically discrimination claims. These are cases in which an employee has suffered some form of discrimination that is prohibited, including discrimination based on religion, country of origin, sexual orientation, gender, age, or for being pregnant. Other cases may involve wage and hour claims. These matters are resolved through the U.S. Wage and Hour Division, a section of the U.S. Department of Labor.

It is important that your rights are fully protected. A Long Island employment lawyer who is familiar with state and federal laws and agencies can take the right legal actions to help you pursue the maximum in compensation or other types of relief based upon the facts in your case.

Discrimination in the workplace is defined by federal, state, and sometimes local laws. Generally speaking, it is unlawful for employers to make decisions about hiring, firing, job assignments, or job promotions based on age, gender, race, ethnicity, religion, disability, pregnancy or sexual orientation.

Which laws apply to your particular situation could depend on various factors such as who your employer is, where you work, and what type of work you do.

If you are terminated from your job, and the employer’s decision to terminate you was based on race, color, religion, gender, sexual orientation, pregnancy, national origin, age, disability, genetics, military status or domestic violence victim status, the termination may be unlawful.

It is also unlawful to fire a worker:

  • In violation of a valid contract.
  • Because a worker filed a workers’ compensation claim.
  • If the worker participated in a complaint under a civil rights law.

  • To avoid paying bonuses, benefits or other compensation that the worker has already earned.
  • To intimidate other employees.

Sexual harassment in the workplace may involve a wide range of unwanted behavior, from comments or advances to actual sexual assault or abuse. In addition to the target of the comments, advances or abuse, the harassment may also affect others who were not the intended targets of such behaviors.

Some common examples of sexual harassment in the workplace include:

  • Displaying inappropriate sexual images.
  • Telling lewd jokes.
  • Sending sexually suggestive notes, emails or letters.
  • Sharing pornographic videos with co-workers.

  • Making sexual comments about someone’s appearance or clothing.
  • Asking sexual questions.
  • Making comments about someone’s sexual orientation.
  • Staring in sexually suggestive manner or whistling at someone.

The actor’s intent is not the issue as to whether the behavior is deemed to be sexual harassment. The law imposes a “reasonable person” standard, which means if an ordinary reasonable, prudent person in a like or similar circumstance would find the behavior offensive, then it is sexual harassment.

You may very well be able to collect unemployment compensation if you voluntarily quit your job due to being a victim of sexual harassment. The law provides for those who must quit their jobs for “good cause” to collect unemployment benefits.

The best course of action to take would be to consult with a New York employment law attorney first, so that you can have some peace of mind knowing that you can leave your job and collect unemployment benefits while the sexual harassment case is pursued on your behalf.

If you believe that you are being sexually harassed by a co-worker or employer at work, or even after work hours, please contact the law offices of Cohen & Jaffe LLP today for a free consultation.

The Fair Labor Standards Act (FLSA) protects workers from various types of unfair treatment by employers related to minimum wages, overtime pay, recordkeeping, child labor, family leave and medical leave, protections for migrant workers, guest workers, construction contracts and other similar work-related issues.

If your employer has failed to pay you as promised, fails to pay you extra wages for overtime, or designates you as an independent contractor when you are actually an employee, you may have the right to file a claim. For example, simply calling someone a bartender does not entitle the employer to pay that person a bartender wage if that person is waiting tables, polishing silverware, and bussing tables, for example. also common in the restaurant area, tip splitting is not only done between employees but also the employer demands a cut of the tips, which is illegal. Workers are also entitled to breaks and lunch.

If you believe your employer has violated FLSA rules, your first step is to connect with an attorney who can review your situation and advise you about how to pursue the money you are owed. In many cases, your attorney fees are paid upon winning the case, and it is well worth your attorney fees are paid upon winning the case, and it is well worth your while to get professional counsel to assist you.

Employers are prohibited from intimidating, threatening, blacklisting, firing or discriminating against any person who has acted as a whistleblower. You could have your job or pay reinstated, back wages paid and other legal remedies if you are facing retaliation for having reported your employer’s illegal activities.

Workers with disabilities are protected from discrimination by the Civil Rights Act and the Americans with Disablities Act (ADA). Based on the situation, there are various legal remedies that may be employed if you are a viction of discrimination, or have concerns about wages being paid at the correct level as determined by law.

Employers are specifically prohibited from retaliating against employees who have reported wrongdoing or illegal actions (whistleblowers), or have reported some type of discrimination to a manager, supervisor or owner.

Unfortunately, some employers choose to retaliate by making up a reason to fire the employee who has made a complaint, reduce working hours or fail to give an expected raise or bonus as a “punishment.” These acts are all illegal, and employees who suffer this type of activity may have the right to seek justice and compensation. Your employee status may be restored, including your seniority, any lost wages, damages and your attorney fees could all be part of what is awarded to you.

Employment Lawyers Cohen & Jaffe – your Employment Advocate

Long Island Employment Attorney

If you believe your employer or a potential employer has treated you unfairly through discrimination, retaliation, a pay or work hours dispute, or another violation of your rights, the Law Office of Cohen & Jaffe, LLP, is here to help you.

Our objective is to see that your rights are protected and you are treated fairly under the laws of New York and the U.S. If this includes compensation for the way you have been treated, we will pursue it aggressively on your behalf.

Find out how we can help you today. You can reach our Long Island employment lawyers by phone or by filling out our online contact form.

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    “Richard Jaffe is an attorney who has performed several small to moderately involved legal projects for me. I can say that I have never had an attorney as easy to work with, show attention to detail and my needs, as well as experience the results I was looking for. He is without hesitation my first line 'go to' lawyer for any need that arises. I endorse him enthusiastically.” - Joel Lamm a client who hired Richard more than once

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